Sustainable companies include small, medium and large enterprises, charitable and cooperative institutions, including business partnerships and others
Sustainable companies are the best for employees but why?
What is meant by staff sustainability? What are its benefits and most important returns on enterprises and companies?
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At first let’s know the term staff sustainability:
The current and future ability of workers to stay and continue within the company’s workforce through the development of an integrated system and the development of a healthy organizational culture that supports and values employees and distinguishes between loyal and hardworking employees and passive and underdeveloped employees.
But what makes an enterprise culture sustainable that allows employees to thrive and inspire them?
Numerous studies in this area.
– Working with employees to improve their health and well-being, giving employees an opportunity to contribute to personal and professional development and progress through delegation of authority and continuous evaluation.
– Streamlining benefits and rewards, linking them to achievement and developing the positive competition spirit. This will also affect your organization’s skill in attracting and retaining talented staff.
– Providing employees with health insurance benefits may be great, but designing a healthy environment that ensures the health and safety of employees will be a more sustainable option.
– Periodic and ongoing training to address weaknesses and improve performance.
– Developing the spirit of teamwork and avoiding the proportion of managers’ successes to task forces and departments.
Here we ask what are the benefits of developing a company’s or enterprise’s sustainability strategy, systems and culture? What is the return on investment?
– Reduce resignations, in particular the resignation of those who have previously invested in them, either as training or as a relay.
– Increasing employees’ participation in the development of the company’s business and increasing their awareness of collective responsibility in its success.
– The improver’s inequality with the default is important and will have an impact on the default and an incentive for it to improve.
– A healthy functional environment free from anxiety, intimidation and ambiguity is a stimulating environment that supports employees’ participation and hesitation in putting forward and discussing their ideas and even leading the process of implementing these ideas.
– Employee affiliation necessarily means sincerity and thus continuous achievement and improvement in services and products as sales and quality in total.