The role of the employee
The footprint of end-user devices will depend on how employees use them. This means it’s crucial for leaders and the IT team to communicate employees’ vital role in the company’s sustainability initiatives
The organization needs to create an environment where employees understand their individual impact and are empowered to make positive change. As an example, Capgemini employees can request a personalized carbon footprint report from the company’s internal “Ask Adam” chatbot. More than 320,000 laptops across the business have energy management software installed to enable this.
However, in some cases, it may be a challenge to engage employees in the right way.
Many employees won’t give their assigned device a second thought unless it’s not working as expected. However, some may view them as an important part of their compensation package or have strong feelings about sustainability.
For example, in competitive industries it’s very common for recruiters to list smaller perks such as “access to the latest devices” alongside other benefits to appeal to applicants. And some existing employees might simply enjoy receiving a new device every three or four years – regardless of how well their current laptop or tablet is functioning.
On the other hand, employees are increasingly motivated to work for organizations that align more closely with their own values, including environmental concerns. For high-demand roles, a firm position on device sustainability may be a deciding factor for applicants choosing between employers.
In all cases, education and continuous engagement are key. By clearly communicating the organization’s perspective and goals – and the role individual employees can play in supporting sustainability – leaders can ensure every employee is fully informed. To ensure everyone feels incentivized to contribute to the organization’s sustainability goals, it’s also important to demonstrate that making sustainable device choices won’t impact employee performance.
Achieving complete buy-in means also providing motivation to help employees make conscious sustainable choices in their everyday working lives.
Organizations can create this environment in various ways, ranging from small nudges – such as automated desktop reminders to fully shut down a device at night – to a more involved system of gamification.
Gamification techniques are commonly used in organizations to promote productivity, but they also have a proven track record with sustainability behaviors such as “eco-driving” and water conservation. In a business context, this could translate into a personal sustainability score that’s influenced by daily behaviors and bigger commitments.
By adding a leaderboard on a team, department, or even company-wide scale, leaders can also help encourage positive competition. Some organizations may offer rewards, such as gifts, small bonuses, or recognition, to motivate employees. Naming “sustainability champions” both recognizes individuals’ contributions and encourages them to take a leadership role among their peers.
