It is not rare for employees today to look into the sustainability policies and actions of companies, as ESG related business commitments have become a key aspect for the talent market to value an organization.
New buzz words keep on making an entrance in the market every so often; most recently we were faced with the so-called ‘Great Resignation‘, followed by the growing trend of ‘quiet quitting‘, which we have already discussed in this blog.
But the new term companies should be looking into today is that of ‘green-quitting’ or ‘climate-quitting’.
Although the latter has its nuanced implications, as we will analyze below, all of the above showcase a similar reality: a job market and a majority of companies that, one way or another, do not fulfill people’s expectations.
That being because of uncompetitive or low salaries, a lack of flexibility or balance, or an overall poor commitment with social and environmental needs, all of these emerging buzz words are a clear sign of social discontent, as well as what should become a wake up call for many businesses.
What is 'green-quitting'?
The term ‘green-quitting’ is best explained with the evidence portrayed in a recent KPMG report, where they found a third of young people who rejected a job offer due to weak or inexistent ESG credentials.
The idea of ‘green-quitting’ or ‘climate-quitting’ showcases the value ESG or sustainability actions, efforts and performance has on HR retention and attraction strategies. And furthermore, it places climate action as a key element to understand how people value and view a company.
Engage employees in the sustainability strategy
There is no denying how HR departments need to look further into transforming the sustainability efforts of a company into a fundamental part of their retention and attraction strategies.
There is already evidence to suggest employees will choose to leave sooner or later if their and company values don’t align in such an important topic. And this is precisely what the term ‘green-quitting’ is trying to warn us about.
Why should companies care for 'green-quitting'?
The reality is employees are looking into companies’ ESG strategies and credentials, and not only that, a significant number of them are actively choosing to change, quit or discard job offers because of it; or more accurately, because of the lack of it.
If ESG credentials and sustainability or climate action is what employees (as well as consumers, regulators, governments etc.) are actively asking from their employers, then it is time to make a strategic business element out of it.
There seems to be one simple, and yet complex, answer to the problem: making sustainability a core element of the organization.
How can businesses avoid 'green-quitting'?
Easier said than done, but crucial nonetheless, businesses need strong commitment to improve and develop their ESG performance whilst making it part of the employee experience, so that it can become part of HR recruitment strategies.
It is of course not an easy task, but showing tangible signs of commitment, awareness and eagerness to listen to and understand employees’ demands and give an answer to them is the fist step to avoid ‘green quitting’; for example:
- Analyze and asses how sustainability can be transparently embedded into company culture and values, so that it not only grows from the top down in the form of compulsory regulations, but from the bottom upwards too driven by a conscious employee conviction.
- Make sustainability efforts an active part of employee retention and attraction strategies, by setting sustainable benefits for existing employees, and openly sharing ESG related matters in interview processes to look for candidates whose views align with the organization.
- Looking for ways to make employees more sustainable by offering them flexible working conditions, sustainability training, volunteering or other socially impactful activities, and other similar tools to make their work and life a more sustainable experience.
Sustainability as an employee benefit
Engage your employees in the sustainability strategy
Employees, far from being indifferent from participation in sustainable efforts, look for the opportunity to be actively engaged and find purpose in having a positive impact through their jobs.
In DoGood we believe that working collectively can help us find that which alone may seem unattainable or useless. That is why we think the workplace is the perfect environment to find that collective eagerness to make a difference, both for the sustainability and purpose of the company and a more sustainable way of being for all.
Through our technology we are able to activate and track employees’ impact, creating engagement that translates into improved ESG metrics, reputational value and an overall positive impact for the environment and society.
