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
• 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

The interaction regarding sustainable employability between employee and employer is different in every organization. This is because every organization is unique and has different challenges. Think of the physical resilience, the vitality policy and the mobility of employees. We refer to the 10 elements of the vicious circle of sustainable employability. All these elements influence the sustainable employability of your organization to a greater or lesser extent and/or are the result of sustainable employability

1. Healthy Organizational culture

We call a Organizational culture "healthy" when employees do meaningful work, experience freedom and receive appreciation. A good complement is when employees provide each other with honest feedback by talking to each other. Not only when things are going well, but also when there is room for improvement. This ensures that employees can develop.

A healthy corporate culture is not accomplished overnight. The speed depends on the current status, the goal and the willingness to achieve this goal. This must come from within the organization itself.

2. Personal leadership

Personal leadership means taking control of your own life. We often divide life into two parts: work and personal. Yet these two parts have a lot of influence on each other. Personal leadership is also about how happy you are and whether you dare to take steps to become (even) happier. Does your job no longer suit you? Then chances are that this will bother you outside of work. The same applies vice versa. But as long as the employee does not take steps, his or her problem will not disappear either.

3. Vitality

Sustainable employability and vitality have different meanings, but are both used in the context of workforce well-being. Vitality is the degree to which employees feel good at work. Sustainable employability focuses on the degree to which employees want to and can continue to work until retirement age. The two terms are thus closely linked.

Increasing vitality within an organization is not as easy as it sounds. This is because all employees are stimulated by something different.

4. Strategic HR

Strategic HR is a way of HRM in which HR practices are aligned with the organization's strategic objectives. This means that the HR department focuses on attracting, retaining and developing employees that the organization needs to achieve its goals.

5. Continuing education

The world is changing rapidly, as are organizations and the people within organizations. To keep employees sustainably employable, it is important that they continue to develop and keep up with changes. Continuing education is an important part of this.

It is up to the organization to give employees room to develop. Subsequently, it is up to the employee to take responsibility in this.

6. Social Security

The degree of social security that 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. Organizations can provide additional security with employee benefits.

7. Job satisfaction

Employees who are sustainably employable are generally more vital, more motivated and more committed to their work. They have a good work-life balance and feel supported by their employer. All this contributes to their job satisfaction. In order for an employee to experience job happiness, there are a number of basic elements that an organization can provide.

8. Engagement

Engagement occurs when employees enjoy their work and take pleasure in what they do. Because they enjoy their work, they are more willing to go the extra mile. For example, in the form of training. It also creates a more positive atmosphere in the workplace.

9. Ownership

Ownership is feeling responsible and taking ownership. It is a form of intrinsic motivation. Ownership can be encouraged by the employee him or herself, but also by the organization in which he or she works.

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. You can increase employee productivity through strategic HR. Consider good workforce planning and rules around hybrid working.

Investing in the future of your organization

Sustainable employability is a valuable investment in the future of your organization. Before you start actively promoting sustainable employability, it is important to understand the current status of sustainable employability within your company.

Sustainable employability is more than just measurable statistics, but it is important to create a foundation with indicators. Some valuable measurement tools are:

• RI&E scan: understanding the risks that can threaten the health and safety of your employees.
• Employee satisfaction survey: understand your employees' satisfaction with their work, their work environment and development opportunities.
• Analysis of absenteeism rates: the frequency and duration of sick leave within the organization.
• Analysis turnover time: the time it takes to fill a new vacancy.
• Training and development analysis: the extent to which employees participate in training and development programs.

These analyses give you a valuable picture of the state of sustainable employability within your organization.

The best approach to promoting sustainable employability varies from company to company. It depends on factors such as Organizational culture, the nature of the work, and the needs of employees.

Some general tips are:

• Offer training and development opportunities.
• Encourage a good work-life balance.
• Ensure an open and inclusive culture.
• Pay attention to mental health.
• Encourage a healthy lifestyle.

Sustainable employability is a continuous process that requires attention and involvement from all stakeholders within the organization.

Sustainable employability: a real-life example

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!

Your SME partner

A nice cooperation in the field of sustainable employability is the partnership between branch association Schoonmaken Nederland and De Arbodienst, part of paraDIGMA groep. With extensive experience in both the industry and organization 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.

From A to Z for every organization

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.

paraDIGMA groep 's FIT strategy - Sustainable employability practical application

When absenteeism occurs, it is actually already too late to make a difference. That is why we advocate a total approach. The FIT strategy of paraDIGMA groep makes sustainable employability practical for your organization. The FIT analysis provides insights at organizational, team and individual level. We also look at the different generations. This allows your organization to make the shift from curation to prevention and amplification. Insight and awareness is the first step to a sustainable organization with vital employees.

+ THIS IS HOW WE MAKE SUSTAINABLE EMPLOYABILITY PRACTICAL FOR YOUR ORGANIZATION.