Human Capabilities require Sustainability to significantly create value for People and Business!
Nicolas BEHBAHANI
Global People Analytics & HR Data Leader - People & Culture | Strategical People Analytics Design
?? Employees who are engaged and trust their leaders are more than twice as likely to report that their company is making progress in human sustainability compared to those who are disengaged and lack trust in their leadership.
?? For the third consecutive year, research indicate that individuals continue to face challenges with their well-being.
?? More than 70% of C-suite executives agree that if their company is not progressing in human sustainability, there should be a change in leadership.
Advancing a human sustainability agenda necessitates the identification and bridging of gaps between leadership perception and employee experience as an essential initial step, according to a new interesting research published by 德勤 in collaboration with Workplace Intelligence using data ?? from a survey of 3,150 C-suite executives, managers, and workers across four countries.
?Current trends significantly impacting today's workforce
Researchers found that most leaders acknowledge that their workforce has already been impacted by the following trends or will be in the foreseeable future:
1?? Rapidly evolving skills needs (81%)
2?? Burnout/exhaustion (78%)
3??Mental well-being risks (78%)
?? Only 56% of workers consider their overall well-being to be "excellent" or "good."
Indeed, workforce well-being has remained largely static since the initial surveys of workers in 2022, indicating that many organizations might still be struggling to find effective strategies to improve this area.
?Human capability is intrinsically connected to human sustainability
Around 7 out of 10 workers say if their organization increased its commitment to human sustainability, it would not only improve their overall experience at work (72%) and increase their engagement and job satisfaction (71%), but that it would lead to greater productivity and performance (70%), desire to stay with their company long term (70%), and trust in their company’s leadership (69%).
More than 8 out of 10 executives surveyed believe that a stronger commitment to prioritizing positive human impact would enhance their company's ability to attract new talent (82%), appeal to customers and clients (81%), and increase profitability (81%).
?Significant disconnects exist between workers and leaders regarding Human Sustainability.
Researchers have found significant gaps between workers and leaders regarding the actual progress of their organizations and people in terms of human sustainability.
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?? Indeed, leaders frequently appear to be unaware of the actual conditions faced by workers.
?? A crucial reason for leaders to prioritize human sustainability is the persistent negativity of work in people's lives, which many leaders overlook.
?? Researchers have finally determined that employees believe organizations can implement the following actions to foster human sustainability:
?? A training program focused on human sustainability
?? Seeing examples of how others are advancing human sustainability
?? Having a clear window into their company’s metrics around human sustainability
?? Support from external subject matter experts (for example, consultants)
?? Support from internal specialists (for example, sustainability or well-being teams)??
?? ???? ???????????????? ????????:
This research provides valuable insights, showing that human sustainability can assist organizations in attracting and retaining a diverse workforce. It can also aid in the development and engagement of employees, ultimately transforming organizations into more fulfilling and productive workplaces.
To achieve these outcomes, as emphasized by researchers, companies must move beyond extractive, transactional thinking regarding workers and focus on creating greater value for them and all stakeholders within the wider human ecosystem.
Thank you ?? 德勤 researchers team for these insightful findings:
Amy Fields Michael Licata Kori A. Green Jessica Sabesan Shannon Smith , Jennifer Wotczak Susan Cantrell
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Human Resources Assistant @ Lorimak Africa | Talent Mapping, Research Support
9 个月Interesting!Leadership significantly impacts human sustainability by fostering trust and engagement among employees, which is crucial for advancing human sustainability agendas. Engaged employees who trust their leaders are more likely to report progress in human sustainability. Therefore, leaders must bridge the gap between leadership perception and employee experience to create value in human capability and ensure organizational success.Futhermore,provide ample opportunities for employees to learn new skills, take on stretch assignments, and advance their careers. This keeps them engaged, motivated, and able to take on evolving responsibilities.
Driving Human Sustainability in Organizations through Digital Transformation and Agile Practices. Accredited HRD Corp Trainer
9 个月Leadership plays critical role in shaping the human sustainability agenda. It is granted that technology will do what it supposed to do but being mindful on their impact to people and leverage to build capability are the way forward for human sustainability. Lets work together to enhance human sustainability in the #AIPowered workplace.
Human Resource Professional | MBA | Coporate Recruiting Professional- ASA | Ex-Wirtgen Group,A John Deere Company
9 个月Very informative research! I believe leaders play a crucial role in prioritizing human sustainability to enhance employee capability within their organizations. Leaders should first recognize and address the perceptual gap between their understanding and the actual conditions employees face. To bridge this gap, they must actively seek and incorporate employee feedback into their decision-making processes. Regular surveys, open forums, and one-on-one check-ins can provide valuable insights into the real challenges and needs of the workforce. Given the high incidence of burnout and mental well-being risks, it's essential for leaders to implement robust support systems. The commitment to human sustainability should be viewed as a long-term investment in the company’s success. As the research indicates, a stronger focus on positive human impact not only enhances employee engagement and retention but also increases the company’s appeal to new talent, customers, and clients. By integrating human sustainability practices into the core of an organization’s culture, leaders can enhance employee well-being and capability, thereby driving greater productivity, job satisfaction, and organizational loyalty. Thank you so much for sharing this.
Head of Talent | HR Strategy | Talent Management | Workforce Transformation | Talent Acquisition & Optimisation
9 个月Nicolas BEHBAHANI This is an exciting research! Thanks for sharing. I believe there is a strong link between human sustainability and talent attraction, engagement and retention and hence, business value creation. HR leaders can adopt a sustainability mindset by focusing on the well-being and development of employees to enable organisations to foster a more diverse, engaged, and productive workforce. It's also crucial to focus on sustainable workforce planning for the future. Shifting from transactional to transformative approaches in managing human resources is not just ethically imperative but also a strategic move to ensure long-term organisational success and resilience. It must start with right HR Leadership and trust-based work culture.
Industry Veteran | Exploring Future of Work | Great Manager’s Coach & Mentor
9 个月???Creating Sustainable Value for People & Business - Awesome share Nicolas BEHBAHANI. Agree ??% - Human sustainability isn’t just about compliance; it’s about creating fulfilling & productive workplaces. Organizations must move beyond transactional thinking & prioritize the well-being + development of their workforce (+ their Families & Community at large). ?- Solution - Create a HAPPY workplace: H - Healthy Work Environment. (Mental, Physical & Financial) A - Agile to Business needs. (Align workforce to Sustainable Business Strategy) P - Productive & Performing Workforce. (Invest in people development) P - Planet & People Harmony. (Sustainable Alignment) Y - Your Role Matters. (every one should contribute for sustainability) ?? Sharing a Real-Life Example: Recently, I attended the HR-EHS Conference 2024 organized by the non-profit HR Community of Gujarat in Vadodara. Led by Hiren Shah & the #SHRP team, they exemplify a commitment to Human Sustainability. Kudos to their efforts!??? - The Organizations that presented in the conference were full of enthusiasm on their efforts, my BIG take-a-way - most of them have Managers Goals pertaining to sustainability.