What is sustainable employability?
Sustainable employability is policy that concerns the engagement, health, (work) enjoyment, development and deployment of employees. Not only is it important for the employee that these experiences are positive, it is also of great importance for the company itself. For the employee this makes the daily work pleasant and for the employer this benefits the results and the success of the company. Finally, sustainable employability also results in less absenteeism.
The goal of sustainable employability
The aim of sustainable employability is to take as much account as possible of the specific circumstances and wishes of employees in all stages of their careers. Mainly in the area of their careers, but to some extent also in their private situations. The main objective is that people can work longer in a healthy, productive and enjoyable way.
In sustainable employability, as much as possible, the specific circumstances and wishes of employees are taken into account in all phases of their careers.
Wheel of Five sustainable employability
The Wheel of Five for sustainable employability helps you make sustainable employability a success. The Wheel of Five for sustainable employability consists of:
1. Motivation and engagement
Deze are the most important drivers of an employee. As long as the work is considered engaging, challenging or meaningful, the employee is motivated. In this regard, cooperation and rapport with other employees and managers are of great importance. And some control and influence over development and results are also necessary.
2. Balance between work and private life
These days it seems to be becoming an increasingly difficult task to find the right balance between work life and private life. The separation between work and private life is blurring more, among other things because we are now reachable almost 24/7. As a result, expectations (often unnoticed) are being adjusted, which among other things has the consequence that more and more young people are struggling with burnouts. When that balance between work and private life is right, it will also lead to less absenteeism and greater satisfaction.
3. Development of subject knowledge and skills
Development is the third component of the five-part model of sustainable employability. Not only are your employees' current knowledge and skills important, it is also essential that they can further develop them. Not only so they can perform their role better, but also to ensure that they can develop themselves. This should be a continuous process.
4. Health and vitality
This theme is about the extent to which an employee is able to do his work. Not only physically, but certainly also psychologically and socially. It is important here that not only the current status is looked at, but above all the future as well.
5. Periodic ‘APK’ check
To be certain how things stand regarding the sustainable employability of your employees, it is important to investigate this regularly. Talk about motivation, wishes, changes, their health and their development. The Schijf van Vijf of sustainable employability can therefore help you with an optimal policy for sustainable employability.
