Post by account_disabled on Mar 3, 2024 22:57:14 GMT -6
Companies will approach this differently, but whether a 20-person start-up or a 44,000-person global workforce like ours, senior leadership must always buy in, or these initiatives won’t work. Our leaders believe their job is to create a culture where the kind of aspiration to do better for our world can flourish.
Empower employees to adopt a sustainable mindset
Creating ways for employees to feel included – to feel a sense of bel Betting Number Data onging and contribution – will support your sustainability strategy and can lead to long-term employee retention.
Make sustainability personal by giving employees license to create change in their own community. Our “Green Teams” across the world are employee-driven groups who develop and execute ways to reduce environmental impact at their site – from recycling to upgrading lighting and more. With the support of an executive champion, dozens of Green Teams around the world are leading change. For example, in Waco, Texas, employees installed a rainwater collection system for facility and manufacturing use in this water-stressed area. Thanks to Green Teams in Galway, Ireland and Rotterdam, Netherlands, our facilities there are 100% zero-waste-to-landfill – all waste is recycled or re-used. In Monterrey, Mexico, the teams there have improved water efficiency by 75% and compost all organic waste. Sites from Kentucky to Italy to China are nearing zero-waste-to-landfill thanks to the leadership of Green Teams; each of these started with an employee idea.
While top-level support is critical, widespread behavior change is grass-roots driven. Companies must identify opportunities to meet goals in ways that matter to employees. For example, give employees choice by inviting local environmental organizations to meet employees and discuss how to reduce environmental impact in the office and at home.
As evidenced by the examples I shared before, employees want to support environmental goals but they need to be empowered to make it part of their daily routine. Consider encouraging team meetings during shift changes to maximize participation. Make everyone accountable by including their participation in the company’s environmental sustainability efforts as part of their overall performance goals.
Aggregate and recognize results
You can only recognize the results that you measure. Aggregating and sharing outcomes enables employees to understand how their local and small-scale initiatives have contributed to overall company impact.
Consider a standardized system that tracks the actions taken against your sustainability goals. We implemented our “Environmental Management System” to track all environmental actions in any location, allowing us to show progress at the local and global level.
Visual representations – like progress graphs – work well to engender pride and excitement. Leveraging the outcomes of Green Team programs to recognize employees helps to solidify these important grass-roots initiatives.
A winning team starts small
In 2018, Ingersoll Rand employee-led activities saved more than 3.4 million BTUs of energy, decreased overall water use by 5.5% and reduced our nonhazardous waste-to-landfill by 2.5%. The creativity and force behind this is inspiring. Our employees are committed to our purpose, but it didn’t happen overnight. Creating a winning culture can be an evolution. However, each small step from leaders and employees to change mindset and empower action contributes to major impact.
Empower employees to adopt a sustainable mindset
Creating ways for employees to feel included – to feel a sense of bel Betting Number Data onging and contribution – will support your sustainability strategy and can lead to long-term employee retention.
Make sustainability personal by giving employees license to create change in their own community. Our “Green Teams” across the world are employee-driven groups who develop and execute ways to reduce environmental impact at their site – from recycling to upgrading lighting and more. With the support of an executive champion, dozens of Green Teams around the world are leading change. For example, in Waco, Texas, employees installed a rainwater collection system for facility and manufacturing use in this water-stressed area. Thanks to Green Teams in Galway, Ireland and Rotterdam, Netherlands, our facilities there are 100% zero-waste-to-landfill – all waste is recycled or re-used. In Monterrey, Mexico, the teams there have improved water efficiency by 75% and compost all organic waste. Sites from Kentucky to Italy to China are nearing zero-waste-to-landfill thanks to the leadership of Green Teams; each of these started with an employee idea.
While top-level support is critical, widespread behavior change is grass-roots driven. Companies must identify opportunities to meet goals in ways that matter to employees. For example, give employees choice by inviting local environmental organizations to meet employees and discuss how to reduce environmental impact in the office and at home.
As evidenced by the examples I shared before, employees want to support environmental goals but they need to be empowered to make it part of their daily routine. Consider encouraging team meetings during shift changes to maximize participation. Make everyone accountable by including their participation in the company’s environmental sustainability efforts as part of their overall performance goals.
Aggregate and recognize results
You can only recognize the results that you measure. Aggregating and sharing outcomes enables employees to understand how their local and small-scale initiatives have contributed to overall company impact.
Consider a standardized system that tracks the actions taken against your sustainability goals. We implemented our “Environmental Management System” to track all environmental actions in any location, allowing us to show progress at the local and global level.
Visual representations – like progress graphs – work well to engender pride and excitement. Leveraging the outcomes of Green Team programs to recognize employees helps to solidify these important grass-roots initiatives.
A winning team starts small
In 2018, Ingersoll Rand employee-led activities saved more than 3.4 million BTUs of energy, decreased overall water use by 5.5% and reduced our nonhazardous waste-to-landfill by 2.5%. The creativity and force behind this is inspiring. Our employees are committed to our purpose, but it didn’t happen overnight. Creating a winning culture can be an evolution. However, each small step from leaders and employees to change mindset and empower action contributes to major impact.