The EY case of Anna Sabstian taught me one crucial thing.

A 26-year-old Ernst & Young (EY) employee, Anna Sebastian Perayil, tragically passed away on 20th July 2024 due to what her mother claims was the overwhelming pressure of work. Anna had joined EY in Pune as a chartered accountant just four months before her death.

When companies fail at employee sustainability, it costs them more than just talent and reputation – it costs lives.

Research by Deloitte shows that companies with sustainable HR practices experience a 30% boost in employee satisfaction.

Additionally, these companies reported a 25% increase in employee productivity and a 20% improvement in overall organizational performance.

These statistics underscore the importance of integrating sustainable practices into HR policies to not only retain employees but also enhance employee satisfaction and drive business success.

Imagine the retention, the engagement, and the long-term growth that comes with it..

Here are 3 things all the companies should consider:

1. Create Legacy Roles, Not Just Jobs – Instead of churning through positions, craft roles that evolve with the individual’s career. Allow employees to redesign their role every 2-3 years, aligning it with their growth and business needs.

2. Introduce a Reverse Mentorship Program – Often overlooked, but junior employees have fresh insights. Let them mentor senior leaders on new trends, digital skills, and emerging mindsets. This creates mutual respect and engagement at all levels.

3. Wellness Contracts – Go beyond health programs. Craft individualized “wellness contracts” with each employee, outlining not only physical health support but also mental health, financial education, and even career sabbaticals for rejuvenation.

If you keep your employees happy- they will keep your customers happy.

Build their sustainability.