Back to Activity Feed

How to Create a Sustainable Workforce?

  • Blog
  • 21 September 2021

There is currently a huge risk of a talent exodus. 40% of employees are intending to leave their current role in the near future. The spotlight moves to HR to ensure their workforce remains productive, engaged, rewarded and happy. The pandemic has altered the which in which we work; it has highlighted what is really important and our motivation. Organisation’s need to be aware of this change and build a company culture which reflects this. Organisations must start looking at building a sustainable workforce.

What is a sustainable workforce?

A sustainable workforce is a work environment that looks after its employees and cares about health and wellbeing. It offers its employees a good work/life balance and takes a flexible approach. If this strategy is correctly implemented it will improve employee retention, increase productivity and consistent attendance.

A sustainable workforce sees beyond the one-way talent lifecycle and embraces a more circular model.

How do you create a sustainable workforce?

  1. Create a workplace where employees are encouraged to be open about their workload, personal life, skills and aspirations. Line managers play a vital role in this and they should have an adaptable approach that is reflected throughout the whole company.
  2. The use of technology – HR teams can lean on technology to discover their more about their workforce. There are various marketplace tools that allow employees to map out their aspirations in the organisation and help them to achieve their career goals. Movement within the organisation is key to retaining talent and creating a sustainable workforce.
  3. Invest in training – training and development plays a pivotal role in keeping employees engaged in their role. It enables career progression and members of staff who have their career planned out are likely to stay for a longer period of time. However, it is important to look beyond the traditional training model, again by utilising technology, organisations can offer and wide variety of reskilling and upskilling opportunities. Enrolling individuals and teams into training courses is necessary but limited. Instead, implement training platforms that allow the employees to choose the courses they are interested in. Unveil your workforces’ interests, and empowering them to develop.
  4. Understanding the skills gap in your organisation – understanding which skills are lacking within your organisation will help you to identify whether training requirements are needed or if new talent must be attracted.
  5. Morale – HR directors often struggle to gauge morale within the organisation. It is time to shake up employee experience and really put it at the forefront of your strategy. Setting regular review meetings with members of staff will identify what the general morale is within the team, however there are many other ways to measure morale – don’t be afraid to think outside of the box.

If you are looking to implement a sustainable workforce for your organisation, get in touch with Career Star Group today.


  • Season's Greetings from Career Star Group

    As the year draws to a close and the festive spirits fills the air, we extend our warmest wishes to you and yours. May this holiday season bring you joy, love and peace that transcends all ...

    • Blog
    • 18 December 2023
  • The real skills needed for your next hire

    Over the past few years, the need for stronger ‘soft’ skills has grown, and will continue to do so. Experience and professional skills are (in some professions) losing their value. More people ...

    • Blog
    • 7 September 2023
  • 3 ways HR can create a human-centric workplace

    A guide for innovative employers Firstly, what is a human-centric workplace? Well, a human-centric workplace is one that sees its employees as humans – individuals with multifaceted, complex ...

    • Blog
    • 3 August 2023