Be transparent. Do not talk only about your successes. Even if you have succeeded in a project, do not forget to comment on even the less successful, as that is where we can learn the most.
Release emotions: Use rational and evidence-based arguments, they bite better.
Be action-oriented! Focus on how employees can contribute and find solutions to your problems, rather than on what they can-not do. Challenge your employees, customers and suppliers to come up with new solutions and implement them if they have economic viability.
Avoid one-way communication in the form of glossy internal publications or written messages from management. Dialogue and two-way communication creates better conditions for engagement.
Ensure that all employees understand the organisation’s sustainability goals and how they can help you reach them. Set specific goals that are linked to each employee’s job, preferably with a bonus on top of achieving the objectives.
The organisation’s sustainability strategy must be authentic and objectives must be linked to core business because you really will boost sustainability and creating a commitment across the board. Have the CEO and leadership team on board; ensure that they communicate sustainability in everything they do, not only in the weekly internal communication but also with key financial figures and strategic decisions. It sends out strong signals in the organisation.
Give sustainability status. You can do this by, for example to create a network of sustainability ambassadors, an elite club where you have to have completed certain courses or in any way contributed to qualify. It increases the status of the matter internally.
Acting instead of just talking! It is important to avoid both cynicisms as to enable you to reach your goals.
