Sustainable employability: everything you need to know

There are several benefits for employers to invest in sustainable employability, including:

• Less turnover
• Increased employee job happiness
• Increased productivity
• Better image
• Less absenteeism
• Increased profitability

Sustainable employability is often looked at from the employer's perspective. But just as important are the benefits to employees:

• More job happiness
• Less stress
• Increased productivity
• Higher vitality
• Room for development
• More social security

When organizations start working on sustainable employability, it is often done using 10 elements:

1. Healthy Organizational culture: A Organizational culture we call "healthy" when employees do meaningful work, experience freedom and receive appreciation. A good complement is when employees provide each other with honest feedback by engaging in conversation.
2. Personal leadership: Personal leadership means taking control of your own life. Personal leadership is also about how happy you are and whether you dare to take steps to become (even) happier.
3. Vitality: Vitality is the degree to which employees feel good at work.
4. Strategic HR: Strategic HR is a way of HRM in which HR practices are aligned with the strategic objectives of the organization.
5. Continuing education: To keep employees sustainably employable, it is important that they continue to develop and keep up with changes.
6. Social security: The degree of social security an employee experiences has a major impact on his or her behavior within the organization. The government provides a certain level of social security, but strategic HR can play a role in this as well.
7. Work happiness: Employees who experience work happiness are generally more vital, more motivated and more engaged in their work.
8. Engagement: Engagement occurs when employees enjoy their work and take pleasure in what they do.
9. Ownership: Ownership is feeling responsibility and taking responsibility. It is a form of intrinsic motivation.
10. Productivity: Productivity is the ability to do a certain amount of work in a certain amount of time. It is determined by the efficiency and effectiveness with which employees work.

paraDIGMA groep and its labels have joined more than 150 companies to increase the sustainable employability of more than 20,000 employees. From SMEs to large organizations, paraDIGMA groep supports them all. Here's how we do it!

A nice collaboration in the field of sustainable employability is the partnership between branch association Schoonmakend Nederland and De Arbodienst, part of paraDIGMA groep. With extensive experience in both the industry and organizational size, De Arbodienst provides support and guidance to both absentee employees and the employer.

They do this by offering three packages: Absenteeism Basic, Absenteeism Plus (including Occupational Health Survey) and Absenteeism Complete (with multiple services in the area of prevention and absenteeism). With the Plus and Complete packages, the other labels of paraDIGMA groep also come around the corner to provide the best possible advice from their own expertise.

paraDIGMA groep also comes to the rescue of companies that have outgrown SMEs. With comprehensive services in all areas of sustainable employability, we work not only to reduce absenteeism, but also to prevent absenteeism. Prevention focuses on personal leadership and a healthy Organizational culture. Not only do these two pillars ensure that the threshold for calling in sick is raised and for reporting better is lowered, but above all that - before anything happens - employees are engaged in their own development and future.

Sustainable employability is a valuable investment in the future of your employees and the organization, but how can you get results on something that seems so intangible? Yet it is possible.

Map the current situation

To get started effectively on promoting sustainable employability, it is crucial to understand the current situation within your organization. Therefore, start by collecting and analyzing both qualitative and quantitative data.

Quantitative measurement indicators include:

• Absenteeism rates,
• Training participation,
• Employee satisfaction.

For qualitative insights, consider:

• Employee interviews,
• Focus groups,
• Surveys.

Collecting and analyzing data provides insight into sustainable employability within your organization. Since performing such an analysis can be complex, you may choose to engage a specialist. They can perform a professional organizational scan to map sustainable employability.

Create tailored policies

After a thorough analysis, you can develop a sustainable employability policy that meets the specific needs of your organization. Although the policy is not required by law, it is a strategic choice that will pay off in the long run.

An effective policy includes measures aimed at such things as:

• Health
• Vitality
• Continuing education
• Work-life balance
• Working conditions

Implement and monitor policies

After developing a customized sustainable employability policy, thoughtful implementation is critical to its success. Follow these essential steps to effectively put the policy into practice:

1. Communicate the policy clearly to all employees
2. Train executives in supporting sustainable employability
3. Set concrete goals and KPIs
4. Implement measures in phases
5. Monitor progress regularly

Sustainable employability is a continuous process

Sustainable employability is a continuous process that requires constant attention and adjustment. Therefore, periodically evaluate the effects of the policy by collecting feedback and analyzing trends in the measurement indicators. Then adjust the policy where necessary. By approaching sustainable employability as a dynamic process, you create a resilient and future-proof organization.