Job seekers seem to gravitate toward social responsible companies, according to a recent Kelly Services survey of nearly 100,000 people in 34 countries in North America, Europe and Asia. 

The reason for this? “Employees gain a sense of fulfillment when their employer is focused on not only the bottom line but also on initiatives and practices [that] have a common connection with the communities in which they operate,” said George Corona, Kelly Services’ executive VP and COO, in an article for Staffing Industry Review Magazine.

(Perhaps this helps explain why companies like Whole Foods and Starbucks – both of whom are often acknowledged for Corporate Social Responsibility efforts – often find themselves on ‘best companies to work for’ lists.)

Among the survey’s other findings:

• Almost 90 percent of respondents say they are more likely to work for an organization that is considered ethically and socially responsible, something that is consistent across all generations.
• 80 percent are more likely to work for an organization that is considered environmentally responsible, a figure that is considerably higher among older age groups.
• In deciding where to work, an organization’s reputation for ethical conduct is considered “very important” by 77 percent of Baby Boomers, 72 percent of GenX and 65 percent of GenY.
• 53 percent of Baby Boomers would be prepared to forego pay or a promotion to work for an organization with a good reputation, compared to 48 percent of GenX and 46 percent of GenY.
• In deciding where to work, policies to address global warming are considered “very important” by 36 percent of Baby Boomers, 35 percent of GenX and 31 percent of GenY.

Quiznos is just the most recent in a long line of companies who have started tweaking their products to appeal to an increasingly environmentally conscious consumer base, and hopefully, other companies will follow suit. 

While these initiatives are certainly good for branding purposes (and, of course, Mother Earth), employers should be aware that, in order to truly engage employees, they should also focus on internal initiatives, like letting employees work from home or investing in energy-saving technology.

Not only do these efforts reduce the strain on the environment, but also – and perhaps more enticingly – they help improve the bottom line by qualifying companies for tax incentives, boosting employee productivity and garner consumer support. 

Do the above findings surprise you? What sort of environmentally-friendly initiatives is your company using to both reduce energy use (and how has it made an impact on your workplace)?

Green-collar jobs

CareerBuilder has launched GoingGreenJobs.com, a site that allows employers the ability to post their environmentally focused, or green, positions and connect with environmentally conscious job seekers. Whether you are an employer with a specific green-collar job or a company with sustainable business practices, you can find candidates at all skill levels across many different industries seeking a green job or company.

GoingGreenJobs for employers

Employers may post both full-time and part-time jobs by skill sets, enhanced green job titles and categories, and geographic location. Popular searches thus far include “sustainable jobs,” “alternative energy jobs,” “carbon capture,” “wind power jobs,” “biofuel” and “energy efficiency.”

The site also includes environmentally focused articles, links to the latest news from the U.S. Department of Energy Efficiency and Renewable Energy, and a list of popular green companies.

Green jobs and the economy

Earlier this year the Obama administration marked more than $98 billion of the economic stimulus bill for energy and environmental projects; many of these projects will encourage the creation of green jobs. According to the Pew Charitable Trusts, green jobs growth outpaced other job classifications by nearly 250 percent over the last decade, growing 9.1 percent between 1998 and 2007, versus 3.7 percent for the overall job market.

Additionally, the Chicago-based outplacement consulting firm Challenger, Grey and Christmas predicts that job growth in environment, ecology and alternative energy sectors will “fuel significant growth and job creation over the next decade.”

The focus on green jobs continues to increase year over year as job seekers look for more environmentally conscious career paths and employers make changes to protect the environment,” said Jason Ferrara, vice president of corporate marketing at CareerBuilder. “One-in-ten employers say they have added green jobs in the last 12 months. Goinggreenjobs.com will enable employers the ability to specifically target their environmentally friendly positions to an audience that is actively seeking employment in the green field.

How job seekers can use the site

• Job seekers can use GoingGreenJobs.com to find information on green job fairs and events, determine average salaries with a green jobs calculator, explore various industries, and keep up with the latest in green news and job opportunities.

• Job seekers will also be able to post up to five different versions of their resume to increase their visibility to potential employers in a variety of environmental areas.Read the full press release here.

In actual honor of Earth Day, however, CareerBuilder released the results of its latest survey, which found that one in ten employers say they’ve added environmentally focused positions to their companies in the last 12 months.  

In addition to creating “green” positions, companies are also showing their commitment to the earth by creating “green” programs that get current employees involved.  Seventy percent of employers have implemented programs to increase environmental awareness companywide in the last year.

According to CareerBuilder’s press release, the most popular “green” programs (according to responses from over 2,500 hiring mangers nationwide) include:

• Recycling (50 percent)
• Using less paper (45 percent)
• Controlling lighting (44 percent)
• Powering down computers at the end of the day (30 percent)
• Purchasing office supplies made from recycled materials (27 percent)

Rosemary Haefner, CareerBuilder’s vice president of human resources, attributes the increased popularity of green jobs and green programs to companies’ desires to become more environmentally conscious and reduce their carbon footprints.

I suspect it also has to do with the fact that more companies are catching on to the fact that eco-friendly initiatives can also be good for the bottom line (check out what BusinessWeek and USAToday have to say about the topic) – even, according to Time, helping them weather the economy.

Not to mention that going green also helps companies boost their employment brands, attracting what’s become an increasing number of environmentally conscious job seekers. (See how it works for Portland employers in this Workforce article). 

As a bonus, being green is also an element of corporate social responsibility, which human capital consultancy Towers Perrin found to be one of the most important drivers of employee engagement in a recent study.

What sort of initiatives has your company taken recently – or plan to take – to become more environmentally friendly?  How are you involving your employees?  And what sort of an impact is it making – either on the business or among employees?

If your employees are moping around the water cooler, sleeping at lunch, or sobbing during meetings, it’s likely not a good sign.  You need to get your employees excited about coming into work again — like, now. It’s important to remember that just because employees are on your payroll doesn’t automatically mean they love their jobs or wish to stay with you for the long-term. As an employer, your responsibility for their well-being is just as important as it was six months or a year ago – if not more important.

But when things are so bad, how can you make work fun again? You may be surprised to find that a lot of little things can add up quickly to thaw out your employees’ frozen hearts.

Wellness programs are often a great morale-booster, as an article on The-Daily-Record.com cites. The author also mentions a recent wellness seminar by Dr. Dan Powell, who says that wellness programs may range from no-cost “Biggest Loser” competitions to calling in wellness specialists to work with employees to achieve their goals.

Going green can make your employees happier? Ingram Book Company says they have taken many steps to save energy and reduce waste — and it’s not only saving them money, but has led to higher morale and greater productivity, according to Wes Melo, operations vice president.

We’ve talked in the past about eight ways to proactively improve morale, and those tips still stand. In addition, our 15 fun things that other companies are doing is a great starting point. But sometimes, lack of employee morale may be due to more than just the winter blahs.

An article on EHS Today’ s site, “Five Strategies for Dealing with Workplace Depression,” talks about creating good working conditions by using ecotherapy techniques such as adding live plants and full-spectrum light bulbs, encouraging personalized workspaces, and providing both an outlet to the “outside” world and availability to healthy food. Beyond this, it is important to address workplace depression if you suspect it may be an issue.

What else can you do?

• Initiate mentor programs and volunteering activities. Encouraging your employees to help each other — and reach out to the community to help those in need — is one of the best things you can do.

• Bring someone in for a cooking class — or better yet, find out which of your employees is harboring a secret desire to be on “Top Chef” and enlist them to teach a class in-house.

• Plan a Movie Week and have employees vote for which movies they most want to see. Host the top five choices at lunch each day for a week (or spread it out over a number of weeks), B.Y.O.S.-style (Bring Your Own Snacks).

• Snow Candy party — it’s not just for kids anymore!  Or, really, a party of any kind will do.

TheHiringSite also asked our Twitter friends what their companies have done lately to improve employee morale and help them beat those winter blahs.

BUSYME We held a coworker appreciation day. Handed out 50 Thank You notes per department. Recip could turn in for $10 gift card. Employees LOVED it! We posted the cards on a bulletin board, so everybody could read them. It was awesome! Company spent $500 on gift cards and considered it a successful program.

ExpressPros Ask for employee input on budget cuts. We all know they’re coming, so let staff help decide where to trim! Communication is a key morale booster. People want to be in the loop!

lankybob My company threw a party at the office with indoor bags, beverages, and catering. I was a great meet & greet since half of our people are never in the office. So it was good for the union technicians to meet the engineers.  Oh, and one of the guys brought over the Wii, so we were playing in the conference room.

Has your company done something cool recently? Let us know on Twitter or in the comments here.

In that political vein, with the earth-shattering intriguing political convention season behind us, and candidates racing towards what’s guaranteed to be a highly-dramatic November 4th Election Day, several things are certain:

• Babies will be kissed
• Mud will be slung
• We’ll hear “I’m [insert candidate’s name here], and I approved this message” ads ad nauseum
• TV viewers will be subjected to a plethora of commercials spoofing the “I’m [insert company’s name here], and I approved this message” line, but they won’t actually be very funny
• Tim Russert will be missed. Obama Girl, Giuliani Girl, and all the other annoying copycats will not
• Heated debates always make for great TV…

• Many, many constituents will be asked by candidates what topics need to be addressed, but despite those inquiries (pardon the cynicism here) there’s no guarantee candidates will actually respond with action

However, regarding that last piece, I’m going on record to say change is here. And by here, I don’t mean new legislative policies involving the economy, alternative energy sources, or the war in Iraq, because this is thehiringsite.careerbuilder.com, not thepoliticalaspiringsite.careerbuilder.com.

I want to hear the voice of the people and respond.

So regarding this site and you, its loyal citizens—what ails you? What topics and challenges related to your responsibilities do you want to discuss? We want to reflect Bill Clinton’s notion of “feeling your pain” and then help find solutions.

I’m excited to join the extremely talented team of contributors here. Together, the one promise we guarantee intend to keep, is that this blog of hiring professionals, by hiring professionals, for hiring professionals, shall not perish from cyberspace, and as it continues to grow, will always aim to be an invaluable tool for you.

We’ve explored a diverse range of topics so far and have enjoyed interacting with your feedback. So while it goes against the vibe of JFK, we’re asking not what can you do for this blog, but what else can this blog do for you?

I’m Matt Wilson, and I (and my supervisors) approved this message.

Nope… still not funny.

As good as their intentions might’ve been, they probably could’ve made a wiser decision about which paper products they chose to recycle…perhaps something a little less identity-thefty, no?  (And, as Consumerist.com points out, “It’s great that WHH Ranch agreed to stop packing goods in shredded checks, but what sort of insanely reckless bank was handing them out to begin with?!”) 

While I know that we talked a lot about the importance – and rewards – of companies going green, I’m also well aware that not every company has the resources of a Fortune 500 company like Whole Foods or Bank of America – both of whom are as well-known for their social responsibility as for their lucrative earnings.  (Hey, I’d be giving out cash incentives every time someone bought a hybrid car if I was raking in 10 figures a year, too…probably.)

But just because your business is smaller doesn’t mean you can’t contribute in a big way to the overall environmental effort.   Here are nine ways for your company to inexpensively (and legally!) increase its environmental impact:

• Stock up on eco-friendly office supplies. Look for pens and pencils made with alternative materials, and start printing your company letterhead on natural paper. Switch to energy-efficient fluorescent bulbs and electronic appliances. You can buy bulk supplies online to save money.
• Stop the presses. Did you really need to print out those 12 emails? Seriously? Reduce the amount of paper you use by printing only what is necessary. Presenting a report? Create it on PowerPoint and print only one copy to distribute at the meeting, promising to send it to them digitally. As often as you can, proofread on the screen and print fewer drafts of reports and letters.
• Save energy, save the world. In addition to upgrading to energy-efficient light bulbs and appliances, install a programmable thermostat, which helps you maintain a steady temperature, avoiding extreme air conditioner or heating usage. Even better, take a cue from Ohio-based business owner Peter Danis, who bought $2,700 in “clean energy credits” from a local energy firm. The money offsets the greenhouse gasses emitted by the Danis’ business by supporting solar, wind or other clean-energy programs.
• Implement a recycling program. The demand for post-consumer – recycled office products is much higher than the supply which keeps the prices high on post-consumer paper products. Recycling saves natural resources and reduces tons of waste entering the landfills. Find a recycling program near you at Earth911.
• …and think outside the cardboard box.  Recycling isn’t just for paper and plastics anymore -everything from computers to coffee is reusable.  Dell and HP have programs in place to take back old computer equipment when you buy new, and Staples and Office Depot offer e-waste recycling programs.  No effort is too small either, as evidenced by Texas-based gourmet coffee company Aspen Beverage Co., which gives its old coffee grounds to a nearby landscaping company to use in new mulch mixtures.
• Tell your staff to stay home. If possible, allow your employees to telecommute from home a few days a month. They’ll contribute to the preservation of air quality and road maintenance AND save money on gas – you won’t get any complaints there.
• Brag about it. Posting your green policy somewhere visible, such as on your company’s Web site, does double-duty: it shows potential employees and customers that you are socially responsible, and makes you more likely to hold yourself accountable for sticking to it (the whole “practice what you preach” thing, y’know?).
• Partner with other companies committed to green practices. It’ll be like having a workout buddy – someone to keep you motivated to work toward your goal. Find like-minded companies with whom to work or share ideas in Energy Star’s Small Business Network List.
• Green your mind. Keep looking for ways to implement and sustain your efforts. Companies like Co-op America and Energy Star provide resources for businesses that are environmentally friendly (or want to be).

Current worker burnout seems largely attributed to three interrelated factors: work overload, lack of a work/life balance, and lack of a flexible work schedule.

Case in point:
* Forty-six percent of workers said their workload has increased over the last six months
* Approximately the same percentage (45 percent) describe their current workload as heavy or too heavy
* Almost a quarter of workers surveyed (23 percent) say they are dissatisfied with their current work/life balance

But there is a silver, more Zen-like lining. Over half of the workers surveyed (54 percent) also said that their company offers flexible work arrangements to help alleviate stress and promote a work/life balance – and two-thirds said they are taking advantage of at least one of the benefits offered. Rosemary Haefner, Vice President of Human Resources at CareerBuilder, gives employers advice on managing stress and securing flexible work arrangements.

What can we learn from this? As mentioned previously, the current gas crisis is leaving many employees feeling stressed – and looking for solutions. Staff decreases and workload increases give employers yet another reason to consider allowing their employees to telecommute, work four-day work weeks, have a “summer hours” schedule, or otherwise creatively work with employees to make their work/personal lives peacefully mesh (and save them some money on commuting costs as well).

If you can work with your employees to come up with a solution you’re both comfortable with, they will be ever-so-grateful – and it will likely show in the quality of their work.

In a recent Robert Half survey, 44 percent of workers said that higher gas prices have affected their work arrangements or method of commuting, up 10 percent from 2006. The top changes they are making? Increasing carpooling/ridesharing, driving a more fuel-efficient car, telecommuting, or looking for a new job that’s closer to home. That’s right - looking for a new job.

Fifty-nine percent of workers surveyed said their employers aren’t doing anything about offsetting the rising cost of commuting. Frustrated employees are looking for twofold greener pastures – closer commutes are a natural step to both save some green and become more green.

The good news? Some employers are getting it. Eighteen percent of workers say that their employers have increased mileage reimbursements for travel, 17 percent report company-implemented ridesharing or carpooling, and 11 percent say their employers provide telecommuting. Options like these represent a significant shift in the attitudes of many businesses.

David Lewis of HR firm OperationsInc is giving out Amex cards to his five-employee staff, allowing them to fill up their tanks on the company’s dime, for up to $100/month in expenses. While he acknowledges that this type of incentive many be a difficult financial move for many companies, he says, “I think employers have to start paying attention to this issue and figure out ways to somehow address it.”

It’s time to get creative. You may not be able to hand out credit cards or reimburse employees for monthly gas costs, but you can pick something within your means. Even making small gestures to show employees you care and are concerned about their financial woes can make a big difference.

Many employers are coming up with creative strategies. Elizabeth Estes-Cooper, executive vice president of San Diego’s JHG Inc., started Virtual Fridays, a pilot work-at-home program running through Labor Day. “If it works, we’ll extend it,” she said. “We realize we’re not going to reverse the greenhouse effect, but it will save about 30 gallons a week, over 400 [gallons] this summer.”

Sometimes it’s a matter of trial and error until you find a shift that fits with your company’s budget, and with costs continuing to rise, chances are employers will be redefining their solutions more than once. At Brighten Your Life House Cleaning, for example, owner John Anderson has been raising the mileage reimbursement rate by 1 cent each time the price at the pump rises 20 cents. Although his employees appreciate it, he says it’s getting too expensive for a small business like his, so he’s switching over to company cars this summer.

Benefits of carpooling or telecommuting go beyond savings in fuel costs. They boost morale, alleviate stress, and may even strengthen employee relationships. Mike Douglass of Sabre Holdings says that he’s cut his weekly gasoline bill in half by carpooling and really enjoys “the camaraderie – to talk about business issues and bounce ideas off people’s heads.”

Looking for other ideas to cut down on employee transportation costs that won’t break the bank? Ideas can range from onsite lunches and barbeques, offering free impromptu coffee and breakfast spreads in the break room (who isn’t motivated by food??!), carpool incentives, allowing four-day/40-hour work weeks (Fridays off, anyone?), subsidized public transit cards for those in bigger cities, bike-sharing programs, coupons at area businesses, health plan or fitness center discounts, and schedule flexibility. These are just a few of many great low-cost options for employers.

More important to your employees than the magnitude of the gesture is the fact that you’re making one at all. Times are changing, and if you’re not changing along with them, employees are going to be making decisions without you.

]]> http://thehiringsite.careerbuilder.com/2008/06/20/employers-must-be-forward-thinking-amid-rising-fuel-costsor-employees-are-gone/feed/ 1 http://thehiringsite.careerbuilder.com/2008/05/22/rising-fuel-costs-raising-employer-concerns/ http://thehiringsite.careerbuilder.com/2008/05/22/rising-fuel-costs-raising-employer-concerns/#comments Thu, 22 May 2008 21:50:04 +0000 Amy Chulik http://www.thehiringsite.com/?p=43

It’s no secret that companies across the country are feeling the burn of the current fuel crisis. With oil prices setting new records daily and gas prices of $12 predicted as “inevitable,” many companies are being forced to take extreme measures in order to make up for rapidly increasing company costs.

American Airlines, the nation’s largest carrier, has announced that they will begin charging $15 for your first checked bag, in addition to cutting flights and staff. According to CBS3.com, some Pa. trucking companies are even spending more on fuel costs than on drivers’ wages.

While employers are grappling with higher fuel costs, they are also worrying about keeping employees on their payroll. Higher fuel costs mean a pricier work commute for employees – and may make the grass of finding a new job at a closer-to-home company all the greener for frustrated workers.

In response, some employers are proactively working to alleviate the pain felt by their employees – and they may be setting a trend.

As I was reading the news this morning, I came across an interesting Chicago Sun-Times article highlighting the results of a survey by Challenger, Gray, & Christmas, Inc. Fifty-seven percent of the HR execs surveyed reported that their companies are offering programs to alleviate employee commuting costs, and 23 percent are offering condensed or shortened workweeks.

Many companies are subsidizing the costs of public transportation, organizing car pools, and, as Sarah J. Needleman writes on Wall Street Journal Blogs, adding bonuses into their employees’ paychecks. Other companies with the means to do so are providing “free rides” – by buying vans or buses to shuttle workers to and from the office.

More creative tactics include beefing up benefits like fitness club or store membership discounts, and employees are also taking advantage of existing benefits that weren’t as important to them before.

Is your own business experiencing morale or retention issues as a result of the price of fuel? Have you implemented any employee rewards/alleviation programs or thought about taking steps to ease the transition for them? Would you like to help your employees, but are on a tight budget and need creative, low-cost ideas? Let us know.

What’s more, attention to environmental issues can be a great bargaining tool recruiting new employees, a recurring topic of discussion at FORTUNE’s Brainstorm: Green conference last month. After all, with the Baby Boomers on the brink of retiring, environmentally aware “Millenials,” members of Generation Y, make up the next generation of workers, and more companies, like conference attendee Lehman Brothers, find implementing green initiatives to be a key factor in recruiting this age group.

What about you? What has the green movement meant to your business, and the way you recruit and retain employees who care about these issues? What steps – if any – is your own company taking to help the environment?