Ways People Professionals Can Retain Talent in Burned-out Energy Sector
The energy sector is seeing an upward trend in employment opportunities, as jobs have risen from 7.3 million in 2012 to 12.7 million in 2021. That's good news!
Many enterprises, big brands, and companies are shifting to renewable energy today to meet sustainable development goals.
The energy sector, involving manufacturing and producing, requires manual labor, which can lead to occupational health risks, physical injury, and accidents. While there is consistent growth in the sector, with an increase in employment rate, the health of employees, and their mental wellbeing, has come to the agenda of people professionals.
Uncertainties over retaining employees, managing workload, and battling mental health crises have engulfed the sector. People professionals and leaders need to work together on formulating employee-centric wellbeing strategies.
The widely accepted principles that form the basis of any good wellbeing program are still prevalent today in the rapidly changing work culture. These basic principles include:
#1 Making employees feel recognized:
Appreciation and employee engagement are interrelated. A study by Blueboard revealed that 2 in 3 of the respondents, 67 percent, said they feel a lack of appreciation from their leaders for their contributions at work. In addition, nearly half, 47 percent, said they believe their company lacks a strong culture of appreciation.
The study found that employees are four times more active and engaged in their work if their leaders show recognition of their efforts. So it is equally important for leaders, along with people professionals, to create a wellbeing environment in their workplaces.
In short, prioritizing a culture of appreciation at work will reap long-term benefits. Not only will your workforce be happier, but it also will be more productive.
#2 Empathizing with employees:
The role of empathy in ensuring wellbeing is multifaceted. It may be a first for leaders to step into someone else's shoes, understand what they are going through, and be compassionate about it in a workplace culture.
In a world where there is a give-and-take relationship, even in light of the "get work and pay employee" logic, empathy is critical. And here is when companies need to rethink!
Empathy and employee wellbeing are like two sides of the same coin. A survey by Catalyst on the effects of empathic leadership found 76 percent of the participants working with highly empathetic leaders were often or always engaged.
#3 Expressing Gratitude:
Gratitude is sometimes linked with flattery or a sign of weakness, especially if it comes from the bosses. But is this notion still viable today?
A survey by Greater Good Magazine showed that 93 percent of those polled believed that bosses who express gratitude are likely to be successful, while only 18 percent said it would make them look "weak.” So we have made progress!
There are flipsides to this as to whether gratitude in the workplace will reap desired outcomes. Nonetheless, gratitude is indeed therapeutic. Scientists link gratitude with low-stress levels and higher intelligence. They say those who are grateful, express and feel gratitude, have a higher volume of gray matter. Now that's interesting.
As per a feature on NIH's website, "Experiencing gratitude, thankfulness, and appreciation tends to foster positive feelings, which in turn, contribute to one's overall sense of well being."
Thus, creating a culture of gratitude in the workplace can propagate positive emotions and result in lucrative outcomes.
The demand for wellbeing programs is on the rise!
More companies are considering introducing a wellbeing program in their workplaces. According to statistics provided by Gitnux, employee productivity soared 66 percent in companies with workplace wellness programs. Employee satisfaction rose 67 percent, with a 50 percent decrease in absenteeism.
In a recent podcast, Mervyn Dinnen, a researcher and influencer on HR, Talent and WorkTech trends, discussed the future of employee wellbeing and the role of people professionals. It reveals that the mental health crisis is affecting companies and that wellbeing will continue to stay on the agenda of the business world.