The 7 key guidelines for creating an effective and sustainable employability policy

Sustainable employability (DI)

Sustainable employability means that employees are able to remain healthy, motivated and competent throughout their careers, regardless of changes in their job, workplace or personal situation. It is about employees being able to continue to function well within the organization both now and in the future, contributing to their own well-being as well as to the success of the company.

In practice, this means a sustainably employable employee:

• Is physically and mentally healthy and able to perform his work properly and safely;
• Possesses sufficient skills and knowledge and is given the opportunity to continue developing;
• Is motivated and committed to his work and enjoys his job;
• Is flexible and can cope with changes within the organization or the labor market.

The benefits of DI for both organizations and employees:

• Healthy and happy employees stay with their employer longer and contribute to a positive work culture.
• Flexibility in roles and skills helps organizations respond better to market changes.
• Lower costs due to reduced absenteeism and turnover and higher employee engagement.

In essence, sustainable employability is about investing in people so they can continue to do their jobs with joy, health and full potential.

Why invest in DI?

Investing in the sustainable employability of employees provides benefits for both employers and employees. For the employer, it means less absenteeism, higher productivity and retention of talent. For the employee, it offers opportunities for personal growth, job satisfaction and a long-term career. In short, a sustainable employability policy creates a win-win situation that strengthens both the individual and the organization in the long term.

With Simple Check we support organizations in setting up, improving and monitoring their sustainable employability policy. Together we work on a future-proof and healthy working environment for everyone.

What are the themes for a DI Policy?

Sustainable employability policy is all about creating a work environment in which employees can remain healthy, motivated and productive, regardless of their age, life stage or changing circumstances. The goal is for employees to continue to enjoy working and be energized not only now, but also in the future.

An effective sustainable employability policy focuses on the following themes:

• Health and Vitality
  This focuses on both physical and mental health. Examples include providing healthy workplaces, opportunities for exercise, and access to health checks or preventive programs. By focusing on vitality at an early stage, employees can remain at work longer and in better health.
• 
  Development and Training The job market is changing fast, so it's important for employees to keep learning new stuff. With training, courses, and personal development programs, employees can keep honing their skills and adapting to new tech and methods.
• Work-Life Balance
  A healthy work-life balance is essential for sustainable employability. Flexible working hours, opportunities to work from home, and a culture that encourages rest and relaxation enable employees to better distribute their energy and prevent burnout.
• 
  Employees who feel valued and engaged are not only more productive, but also loyal to their employer. A sustainable employability policy provides scope for appreciation and supports a working environment in which cooperation, enjoyment, and personal development are central.

The 7 most important guidelines for establishing a DI policy:

1. Take stock of the employee's needs and desires
   • Analyze and identify what employees need to stay healthy, engaged and productive.
   • Conduct a survey to identify specific needs and concerns.
   • Consider different life stages, job requirements and personal circumstances.
2. Stimulate health and vitality
   • Physical health: Offer health checkups, ergonomic workstations, healthy food and sports opportunities.
   • Mental health: Support mental resilience through stress management, mindfulness sessions and offering coaching or counseling.
   • Preventive measures: Create a work environment in which absenteeism and downtime are actively prevented, such as through burnout prevention and encouraging rest and recovery moments.
3. Invest in development and training
   • Offer learning and development opportunities that match current and future skills needs within the organization.
   • Encourage career development by providing opportunities for employees to develop further within or outside their jobs, such as through training, courses or e-learning.
   • Facilitate internal mobility to give employees the opportunity to change roles or prepare for new challenges. (Want to know more? Order our white paper on job crafting and work stress on ourcontact page.)
4. Create a good work-life balance
   • Flexibility in work hours and work location: Offer options for working from home, flexible hours or part-time to meet individual needs.
   • Cultivate a culture where balance is important: Encourage employees to balance work and personal life and do not emphasize overtime.
   • Encourage awareness: Educate about the importance of adequate rest, sleep, and time off for overall health and productivity.
5. Strengthen engagement and job satisfaction
   • Recognize and appreciate accomplishments: Let employees know that their efforts are appreciated through regular recognition and appreciation.
   • Promote a positive work culture: Create an environment of cooperation, trust and respect.
   • Encourage autonomy and responsibility: give employees space to shape their own work and make decisions within their role.
6. Monitor and evaluate policies regularly
   • Conduct periodic reviews to see if the policy is still in line with employee needs and organizational goals.
   • Set concrete goals and measurable KPIs (such as absenteeism rate, employee satisfaction, productivity).
   • Keep the policy flexible and dynamic: Continue to adapt it to changing circumstances and feedback from employees.
7. Communicate policies clearly and transparently
   • Make the policy known throughout the organization and make sure employees know what they are entitled to and how to take advantage of the facilities provided.
   • Be clear about goals and expectations so that everyone understands why sustainable employability is important and what their role in it is.
   • Create a point of contact or team within HR or the organization where employees can go with questions about sustainable employability.

By investing in these guidelines, an organization creates a sustainable employability policy that contributes to both the well-being of employees and the success of the company.

The added value of partnering with Simple Check for a sustainable employability policy

Simple Check is a valuable partner to design and implement an effective and customized sustainable employability policy. Here are the benefits:

1. Expertise of Sustainable Employability.

2. Customized advice

3. Up-to-date data and insightful analysis.

4. Efficiency and time savings

5. Continuous (sustainable) support

6. Reduce absenteeism and increase productivity

7. Strengthening employer reputation (Being a good employer).

By working with Simple Check, a company demonstrably invests in the well-being and development of its employees. Are you curious about the possibilities for your company? Feel free to contact us, without obligation!

Establishing an effective and sustainable employability policy is essential for promoting employee health, motivation and productivity. To this end, the central government has developed the 'Categorieplan Duurzame Inzetbaarheid Rijk', which describes strategies and objectives for achieving sustainable employability within government organizations. This plan provides valuable insights and guidelines that can also be applied to other organizations.