One stakeholder cares more than any other about how companies perform on sustainability and environmental goals: employees. Younger employees in particular say that a company’s climate record will influence whether they take a job offer, with 60 percent of Generation Z respondents in one survey saying “they avoid employers they perceive as having a negative impact on the environment.”
Recruitment professionals can gain invaluable information by speaking with an applicant’s job references. These conversations supply insights that no resume or candidate interview will ever reveal. They can shed light on the influence a candidate had over their teammates, for example, why they missed out on a big promotion.
Today’s managers need to toss aside generational stereotypes and learn how to engage all generations. When leaders understand how to manage diverse and inclusive workplaces, their organizations enjoy increased employee retention rates, higher revenue growth, and a greater readiness to innovate.
As a return to in-person work faces continued scrutiny, workers’ relationships to the corporate office and the future of work have never been more uncertain. Many employees who have spent the past two years working remotely are reluctant to return to the office on a full-time basis, even as their employers offer in-person benefits. Instead, many employees hope to find a middle ground in which both salaried workers and hourly workers can retain the flexibility that virtual work affords without risking the cohesion of the company as a whole.