From office wars to eco-wins: Managing sustainability conflicts

As we strive for a cleaner and greener planet, we often encounter conflicts of interest and competing priorities that challenge our collective journey towards sustainability. In such situations, managers play a crucial role in fostering alignment and overcoming obstacles to progress

We all want to make the world a better place, envisioning a collective journey towards a more environmentally friendly future. However, conflicts of interest and competing priorities can sometimes make us feel at odds, despite our shared goal.  So, what can managers do when different opinions and abilities mean we may not necessarily be on the same page when it comes to making sustainability changes?

Organisation versus individual

One area in which businesses may find themselves facing conflict when it comes to environmental issues is around organisational versus individual actions. For example, it may seem all well and good to declare that all company vehicles must be electric going forward – but without considering the financial or practical constraints of individual employees, it can lead to contention and exclusion.

It is therefore crucial for organisations to assess employees’ ability, willingness, and readiness to adopt new practices. Clear guidance should be provided on when, how, and where these practices are expected to take place, clarifying whether they’re optional or mandatory. Managers should be open to feedback from employees regarding concerns about potential obstacles, considering individual circumstances and providing support to align organisational goals with the practical realities of the workforce.

No pain, no gain

While the “no pain, no gain” mantra might motivate gym-goers, it’s not what employees want to hear at work. Balancing short-term discomfort for long-term benefits is another challenge when making sustainability changes in the workplace. For instance, transitioning to renewable energy sources may require short-term sacrifices, like increased workloads or the need for employees to adapt to new methods or acquire new skills.

While most employees support environmentally friendly initiatives, managers must understand the practical implications of these transitions on work activities. Without proper strategic planning, these changes can lead to stress and dissatisfaction – employees may face challenges such as resource unavailability, which can hinder their ability to perform tasks effectively. To address this, organisations should communicate action plans for transitional periods, considering potential risks to employees and offering alternative solutions.

Stakeholder management

In the realm of sustainability, different stakeholders often have diverse priorities and interests, which can significantly influence the uptake of environmental actions and how changes are implemented. While one stakeholder may prioritise reducing carbon emissions, another may prioritise cost implications.

Understanding stakeholder perspectives, expectations, and concerns is crucial when implementing an environmental strategy and transparency among all parties involved is key. Establishing common goals and standards can help align and coordinate their actions and expectations to identify win-win scenarios that address the needs of various stakeholders and the business.

Embracing a more environmentally friendly way of living and working is crucial, but achieving sustainability in the workplace involves navigating conflicts and differing priorities effectively. Through fostering understanding and collaboration among all parties involved, businesses can make meaningful strides towards a greener future while addressing the practical realities of their workforce and stakeholders.