Building Sustainable Careers

The Need for Sustainable Careers

In a world where career paths are no longer linear but a complex mosaic of experiences, the concept of sustainable careers has never been more relevant. The changing global economic landscape demands careers that not only survive but thrive over time, providing continuity and meaning across various life stages and job contexts.

The Core Elements of a Sustainable Career: A sustainable career is defined by its longevity, adaptability, and ability to fulfil personal and professional growth consistently for the individual. It is not just about maintaining one’s position but evolving with it.

This involves:

• Happiness: Finding joy and satisfaction in one’s work, yet also in life.
• Health: Maintaining physical and mental well-being.
• Productivity: Contributing effectively and efficiently to organizational goals.

 

Exploring the Science Behind Sustainable Careers

Prof. Beatrice van der Heijden, our Academy Associate at Zest for Work, first introduced the three indicators of Sustainable Careers in her work in 2005. In 2015, she and Prof. Ans de Vos launched a scientific handbook on sustainable careers, and in 2020, along with Jos Akkermans, published their scientific process model, thereby pioneering a new way of looking at work & careers, which is desperately needed given our still often traditional linear mental models on careers.

For a career to be Happy, Healthy, and Productive, the dynamic interplay between a person’s professional environment and their personal growth and private life (i.e., adopting a holistic approach) is crucial. Understanding how to leverage this relationship effectively requires recognizing the shifting nature of career demands and personal capabilities over time.

Key Dimensions of Sustainable Careers Framework

Sustainable careers are built on three dimensions —person, context, and time:

• Person: The individual’s knowledge, skills, values, and career aspirations.
• Context: The institutional context and work environment, including official retirement age, organizational culture, social support systems, and job resources.
• Time: The stage of the individual’s career and life, acknowledging that needs and priorities change.

 

Science calls it a “Sustainable Career”, we call it mutuality at work.

 

Blending personal responsibilities with professional aspirations

Real-World Implications:

Navigating career paths today often involves a complex interplay of demands that blend personal responsibilities with professional aspirations. Over time, employees might face tensions, such as negotiating for leave to care for family members.

Personal stories of the need for Career Sustainability:

Sarah’s Story. Imagine Sarah, a dedicated support staff member at a university, who recently had to negotiate with her supervisor for leave to care for her elderly mother recovering from surgery. Sarah’s story illustrates how balancing personal and professional well-being can be challenging but essential. With an understanding supervisor and flexible work policies, Sarah can be present for her mother while maintaining her productivity and satisfaction at work. This example shows the need for workplaces to adapt and support diverse staff needs, thereby promoting long-term career satisfaction and effectiveness.

 

Continuously updating skills to stay employable

Real-World Implications:

Similarly, professionals today need to continuously update their skills to meet evolving and changing job requirements, thereby facing dual pressures, often on top of one’s work tasks, while also managing work-life expectations.

Personal stories of the need for Career Sustainability:

James Journey. Take James, a mid-career IT professional, who continuously needs to update his skills to meet the evolving demands of his job. While managing these professional responsibilities, James also strives to spend quality time with his young children. By leveraging flexible working hours and taking advantage of professional development opportunities provided by his company, James can balance his dual pressures effectively.

These stories underscore the necessity for both individuals and organizations to ensure that professional growth and success are balanced with measures that support personal health and happiness, both at work and at home. This balance is key to sustaining a career that is productive, happy, and healthy in the long term.

 

Start Building a Happy, Healthy, and Productive Workforce

Drawing from the Conservation of Resources (COR) theory, sustainable careers focus on preserving and enhancing an individual’s resources. This not only prevents burnout but also fuels long-term productivity and satisfaction, fostering mutuality in the labour relationship between the individual and their organization.

The Organizational Benefits of Sustainable Careers

Sustainable careers are not just beneficial for individuals; they are crucial for organizations aiming to retain talent and enhance their workforce’s resilience and adaptability thereby sustaining performance. As the workplace continues to evolve, so too should our approaches to career development, ensuring that each career path is as sustainable as it is fulfilling.

Strategies for HR Leaders to Foster Sustainable Careers

• Encouraging Lifelong Learning: Providing continuous development opportunities to help employees adapt to changing job requirements, understanding that these provide additional pressure on their workload.
• Boosting Career Agility: Developing Career management skills in your workforce to enable career mobility and sustain employability over time.
• Supporting Work-Life Balance: Implementing flexible work policies that accommodate personal life changes.
• Promoting Health and Well-being: Establishing well-being programs that address individual agency to Meaning in Life and at work, Energy and Resilience, physical and mental health, and career ownership.
• Role Modelling Healthy Leadership Behaviours: Leaders play a crucial role in advocating and modelling healthy ways of working and personal agency in careers and well-being. By embodying the principles of sustainable careers, leaders not only inspire but also practically support their teams in navigating the complexities of modern work life. This leadership style promotes a culture where holistic health and career longevity are prioritized, ensuring that employees feel supported both professionally and personally.

 

References

1. De Vos, A., Van der Heijden, B. I. J. M. (2015). Handbook of Research on Sustainable Careers.
2. De Vos, A., Van der Heijden, B. I. J. M., & Akkermans, J. (2020). Sustainable careers: Towards a conceptual model. Journal of Vocational Behavior, 117, 103196. doi:https://doi.org/10.1016/j.jvb.2018.06.011.
3. Hobfoll, S. E. (1989). Conservation of resources: a new attempt at conceptualizing stress. American psychologist, 44(3), 513-524.
4. Van der Heijden, B. I. J. M. (2005). “No one has ever promised you a rose garden” On shared responsibility and employability enhancing strategies throughout careers. Open University of the Netherlands/Van Gorcum.