Earlier this month, Recode’s data reporter Rani Molla, Tweet In the past three months, Google searches for the phrase “how to send a resignation email” jumped 3,450%.
During the pandemic, especially in the past six months, the job market has been very active. As part of the “big resignation”, tens of millions of American workers resigned. Even before this happened, the labor market was fluid. Throughout the pandemic, millions of women were forced to lose their jobs due to the loss of jobs that were mainly women and the increase in care responsibilities. In addition, public opinion surveys show that people think their employers are too demanding of them during the pandemic, and many people are considering changing jobs or fields to get something better.
So, what happens when you superimpose a big resignation with a surge in ESG?
This gives people in the job market the confidence to ask employers for more, whether it’s more flexibility, more remote work, more salary, or something different.
For many people, the pandemic makes work challenging. People who live alone feel the isolation of working at home; others find it busy working at home in a shared living space. At the same time, parents have to take care of the work, care and management of remote schools under one roof. This is in addition to the continuous stress and trauma caused by weather disasters caused by pandemics, ethnic violence and climate change.
Interestingly, I often hear about (sustainability) candidates receiving multiple offers, competing offers, and counter-offers.
In addition to these pressures, sustainability professionals have lost a lot of the fun, community, and impact that these jobs have brought. Due to the transfer of business resources, office closures and travel interruptions, travel has stalled, meetings have been cancelled, and many sustainable development plans have been put on hold.
The losses in the past 19 months have been huge. No wonder so many people quit or consider changing jobs. With a booming job market, it is no wonder that there are so many employers and economic ideals in the field of sustainability and ESG knowing what they can do to retain talent.
In order to retain talent, employers should create a culture of flexibility, belonging and growth.
I think employers and managers can create an ideal work experience for sustainability practitioners in three main ways:
Create a flexible work culture: Adam Grant shared “Flexibility is now America’s fastest growing work priority” LinkedIn’s Research Finding that people want to work remotely at least half of the time, many employers are considering other types of flexibility, including asynchronous work and a four-day work week. During the pandemic, those with caring responsibilities encountered the greatest difficulty in balancing work and life, and they may be looking for part-time options and job shares.
In my conversation, I noticed a disconnect between what employees want and what employers are willing to provide. But all indications are that the employers that can win the battle for talent are those that provide the flexibility to adapt to people’s personal and professional aspirations and their constraints.
Cultivate a true sense of belonging: McKinsey It was found that employees cited three main reasons for resignation: They felt that their organization did not take it seriously; they did not feel that their boss values it; or they did not have a sense of belonging. People of color are more likely to cite these reasons, emphasizing discrimination and racial prejudice in the workplace.
this Lack of ethnic diversity in sustainabilityAnd according to Research Provided by the diversity of sustainable development (Weinreb Group is the sponsor of this study), barriers such as high educational requirements, access to elite networks, and the ability to engage in low-paying jobs in expensive cities prevent many people from entering the field. The study also pointed to barriers to promotion, including lack of workplace connections, opportunities for growth and sponsorship, as well as discrimination and lack of psychological security.
Sustainability work is powerful because it draws on the lives and professional experience of the people engaged in these work. However, if employers cannot create a true sense of belonging culture, those who are required to show their “complete self” at work will feel alienated and exhausted. It is very important for company leaders and managers to ask how their organization changes and listen deeply to understand and meet the needs of employees, especially those who are marginalized at work and in the field.
Invest in employee growth: The McKinsey survey also found that people leave because they have no chance of promotion. “Employees are looking for jobs with better and stronger career development trajectories,” report author wrote“They are eager to be recognized and developed.”
Such as “How’s it work?” Podcast host Esther Perel (Esther Perel) written, Employees also “want a place where they can grow and develop personally.” It is important to consider employee growth in a comprehensive way: how do you provide them with career development opportunities that do not inhibit their personal growth and ambitions? Sustainability professionals, in particular, may be proud of their personal efforts to lead a sustainable life. If the development of the workplace creates needs and affects these desires, they may be more likely to leave.
A great resignation prepares to change the future of work, giving employees a greater say in how, when, where, with whom, and the content of their work. Sustainability leaders have the opportunity to create a better world of work by rethinking the work experience they provide to their teams. This may increase the impact of the entire sustainable development field.
Authors Eva Dienel and Christine Bader put sustainability and the future of work in their The life i want Storytelling project: We have the opportunity to rethink the role of work in our lives and society-“Let work work so that more people can live the life they want, interact with their families and communities, and ultimately create a A better world.”