A Princeton study has found that promoting pro-environmental behavior in employees can have a positive effect on job satisfaction.
The research shows that perception plays a significant role in taking environmental action; employees are more likely to engage in eco-friendly practices with the support of their employer and colleagues.
Furthermore, those who engaged in sustainable actions at work expressed greater job satisfaction.
“If organizations can create an environment where employees feel they can express their values, they could end up with happier and more engaged employees,” said research team lead Professor Elke Weber.
In an alarming development, a new poll by people2people Recruitment has revealed that one in three Australian employers has done away with perks for staff in the past six months.
The ‘2023 Annual Salary and Employment Report’ shows Australia is joining the “perk-cession”, a rejection of perks across the business world.
“Employers who can’t afford salary increases must make sure they don’t cut off the individual benefits that were keeping their people happy in the first place,” says Catherine Kennedy, people2people’s NSW Managing Director.
The report also indicated sharp declines in employee perceptions of management support and trust (69 percent), company culture (62 percent) and work–life balance (64 percent), while training and development and career opportunities have both increased.
Young Japanese fathers are increasingly choosing to spend more time at home with their families than at work, according to a new survey.
Japan’s Cabinet Office found that of the 20,000 workers surveyed, more than 40 percent wanted more quality family time. On the flip side, 32.7 percent cited a trend of positive evaluation among workplaces of those prepared to work overtime.
The findings are being compiled into a white paper aimed at addressing long working hours and reducing the number of children left in daycare by encouraging men to take parental leave.
Australian B Corp-certified, carbon-neutral and female-founded charity challenge agency Inspired Adventures is leading the charge when it comes to team-building treks and expeditions.
Environmental, social and Governance (ESG) has become an important part of attracting talent; employers looking to increase their ESG appeal have turned to Inspired Adventures to provide their staff with hands-on impact experiences tied into carbon neutrality.
“We’ve seen an influx of companies come to us looking to offer their staff a tangible example of their corporate ESG aims,” says Justine Curtis, Founder and CEO of Inspired Adventures.
The company offers corporate philanthropic expeditions to some of the world’s most spectacular destinations, all with the goal of raising money for important causes while bringing teams together. To date, Inspired has raised US$29.8 million since 2004.
“Through our partnerships with 339 leading Australian and New Zealand charities, we’re able to offer employers an immediate investment opportunity that improves their ESG impact while also benefiting the life experience of its employees.”
No matter which side of the fence you’re on, working from home has become a permanent addition to the business world. The distance between teams can be hard to navigate, which is why the employee engagement experts at Weekly10 have revealed five ways employers can keep their remote team engaged.
1. Think ahead with realistic goals. Professional goals that coincide with personal development plans can keep staff on track for the company and themselves. Just make sure such goals are grounded and achievable without overtime.
2. Create incentive programs. Meeting hard deadlines and targets can be stressful, but the introduction of financial and social rewards can alleviate this worry. These could be commissions, profit sharing, bonus payments or wage increases, to name a few.
3. Recognize and celebrate success. Whether via video calls, Slack or Microsoft Teams, it’s a good idea to highlight the wins and let employees know they’re doing well, thereby keeping the team inspired and motivating the individual(s) involved.
4. Practice and encourage transparent feedback. It’s one thing to make expectations known to staff or indicate performance highs and lows, but opening up the conversation to allow your employees a voice of their own is a crucial development tool.
5. Prioritize health and wellbeing. Mental health catch-ups, meditation and open communication are vital to keeping staff happy and healthy. If employees feel their workplace cares about their wellbeing, they’re more likely to give their all to their job.