Desire to work for organisations with a strong social conscience is a rising trend. It may well become one of the future defining factors influencing the attraction and retention of future employees. Many organisations are already winning when it comes to social conscience; just take a look at: Body Shop, Starbucks, Google, Innocent and Pret a Manager. In a survey, reported by HR Magazine and carried out PwC1 almost two-thirds of respondents wanted to work for an organisation with a strong social conscience. HR professionals are now building their talent strategies around societal and environmental issues. – See more at HR Magazine. It appears that the more socially conscious an organisation becomes, the greater the demand to work there. What makes this both important and interesting is not just that organisations with a strong social conscience may want to do ‘good’. Just as importantly they need to create and maintain a profitable and sustainable business. This need for business success seems to specifically mitigate appearing unduly ‘soft and fluffy’, sentimental, and therefore, being perceived as an unworkable company. Instead it turns an organisation with strong social conscience into one that’s clear and strong when setting future directions. In so doing, organisations with a strong social conscience may well be more successful in attracting and retaining those employees who are keen to join the workforce. Some questions from this piece:
- Is having a Social Conscience as an organisation something that only wealthy, ‘corporate’ organisations can aspire to?
- Why have some organisations with a ‘corporate’ image not been persuaded to step up to the social conscience plate, for example: Amazon, some UK banks?
- What are the implications for the many employers in the small business sector?
T: 07779 345 499 E: firstname.lastname@example.org We have experience in developing senior managers and their team members – both on an individual and team level – so they can develop practical approaches that encourage positive, constructive behaviour. This, in turn, leads to the development of positive beliefs and values. We are ready work with you, to help you get the best out of your people. Here are some examples of approaches that can be used and tailored to your individual needs:
- Special projects, secondments and assignments
- Mediation, to address workplace conflict
- Personal development activities
- Individual and group coaching…Coaching – a powerful way of developing people
- Psychometric assessment, which can identify strengths as well as derailing behaviours and also include 360 degree feedback
- Structured module for understanding the psychological contracts in your organisation, both at an individual or team level
- Straight Talking: …Straight Talking create change through conversations