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Date
One of the “elephants in the room” when it comes to sustainability is “what’s in it for me (us)”? We’ve always contended that there is a lot in it for you (collectively), whether you are an organization or an individual, and many of you know that. One of the aspects of greenality, a word we coined while writing our book, Green Project Management, is the “hugger-hummer” scale. The hugger-hummer scale is an arbitrary scale that we developed. At one extreme end of the scale are the so called “tree hugger” and at the other extreme end is the antithesis. However, we believe that most people live in the area somewhat in the middle. Those to the right of middle (hummer side of course) may be moved closer to the middle when provided with some information.
In a recent webinar, Metrics that Matter: Leading Companies Know How to Measure Employee Engagement, presented by greenbiz, a great resource for those interested in sustainability, points out that there are ways to measure (provide data) to organizations about the positive effects of sustainability. There are companies, including the host of the webinar, practically green™ that can provide “digital sustainability engagement programs” to global companies. Some of the metrics that can be tracked and reported are employee personal activities related to sustainability, commuting and business travel. These programs use social media, intranets, and more, to make it easy for individuals as well as organization to capture their efforts.
The program includes four level; (1) direct benefits including employee participation rate, ongoing engagement rates, actions/activities completed, number of people influenced, environmental/social impact, and return on investment (ROI).
Level 2 - ROI, Sony Electronics looks at ways to reduce employee footprint while at work and their contributions to Sony’s environmental and efficiency efforts. The results were a savings of $84/employee, 101.78 metric tons of CO2 saved, 11 tons of waste diverted, 36,228 gallons of water saved, and 2,000 gallons of fuel saved.
Level 3 is beyond resource costs including; brand, health, engagement scores, and employee personal savings. Caesars International uses “Codegreen Rewards”. It targets increased brand approval from green efforts, employee health through green living, what personal actions by employees have been achieved as well as personal savings resulting from those actions.
Level 4 is looking to the future with improved verification and real-time metric collection, innovative connections (Smart phones, social media) and engagement between employees, suppliers, customers, and the community.
No matter what size company you have or what size company you work for, there are ways to measure your sustainability efforts. Those measurements help to show the
“real” benefits of sustainability and how they help the bottom line (and social consciousness) of both the organization and the employee.
Posted
by
Dave Shirley
on: October 14, 2013 01:21 PM |
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