While many organizations focus on sustainability in terms of environmental impact and use of resources, the sustainability of the workforce – its people – is often overlooked. But workforce sustainability is crucial for the long-term success of any organization. It involves a strategic approach to people, aligning them with the company's long-term goals.
Workforce sustainability covers a lot of ground, and even if organizations aren't using that exact term, the concept is becoming a key part of our conversations with HR and talent leaders. Lately, we've been talking more about workforce transformation, program development, and managing skills development programs. This is where workforce sustainability really comes into play. It's about closing the retirement gap, assessing future staffing needs, and aligning them with the company's long-term plans.
When asked "How would you rate your organization's efforts in workforce sustainability," in WilsonHCG's LinkedIn poll, 30% of responses voted "Poor."
Developing a sustainable workforce strategy involves a thoughtful approach to talent and skills, as well as creating a supportive work environment that places a premium on employee wellbeing, as outlined by the World Economic Forum. By providing an environment that champions ongoing development, inclusivity, and change management, organizations can keep their teams for the long haul and boost overall performance. McKinsey research highlights the competitive edge of companies that prioritize both talent and business success, known as People and Performance Winners (P+P).
You might start by considering the following questions:
By answering these questions, you can better predict the future workforce needs and spot any gaps that could slow you down in the long run.
Aligning your people with your long-term strategic plans involves more than just filling vacancies. It means developing the necessary skills and traits within your workforce to support the future direction of your business. For example, if you aim to have a workforce with specific certifications in the next decade, you need to create strategies to attract, train, and retain individuals with those qualifications.
Over the long term, your business will need to transition to stay competitive, requiring new skills and competencies from employees. Gaining these skills requires a multi-pronged approach involving training existing employees, hiring new talent, or leveraging contingent workers. Depending on the specialty or skill sets, you’ll be able to decide which works best. Typically, contingent workers are great when internal knowledge for a skill — such as AI integrations, for example — are scarce.
Sustainability of the workforce also encompasses strategic workforce planning. This involves identifying the skills needed in the short term to reach your long-term goals and determining whether to build, buy, or borrow these skills. For example, you might need a specific skill set for a three-year project. You could hire experts on fixed-term contracts or outsource the work, while developing a plan to upskill existing employees. Once the project is completed, you can then place more focus on your long-term staffing and upskilling needs.
Organizations sometimes struggle with this because it requires a strategic mindset that looks beyond immediate operational concerns. Strategic workforce planning involves identifying the key skills and competencies needed to drive immediate impact and future ROI, as well as the best ways to develop and house these skills internally.
Some companies are now bringing in managers or directors specifically to drive these strategic changes. These individuals act as change agents, using their expertise to align workforce sustainability, overall wellness and skills with the organization’s long-term goals. Often, their role is like that of a project manager, overseeing the development and implementation of these plans.
Although it may require a shift in mindset and focused effort, the benefits of workforce sustainability are significant. It takes dedication and strategic planning, but this forward-thinking approach can help you stay competitive and resilient amid changing market dynamics.
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