Energy saving fact sheet

Creating an energy saving culture

Introduction
Nobody knows your business energy using activities and processes better than your employees. Outlined in this fact sheet are some proven and robust approaches for developing a structured program to build a culture that harnesses this in-house knowledge to reduce your energy use. Facility, operational and general managers and environmental champions should find this fact sheet valuable. Fig 1 Culture change process This culture change process is based on the normative systems culture change process and EPA Victorias cleaner production program.

Phase 1 Understanding
n Get management commitment n Examine the existing culture n Establish a vision for saving energy n Identify and address any barriers

Benefits of developing an energy saving culture

Culture determines how people think and behave in any workplace, therefore establishing an energy saving culture is a necessary accompaniment to other waste saving initiatives such as an energy saving plan or behaviour change campaign. By establishing an energy saving culture, you are creating an environment for bright ideas, increased efficiency and reduced operating costs. An open and inclusive culture will also contribute to staff morale as well as reduce your environmental impact.

Phase 2 Introduction
n Inform and engage employees n Address barriers or difficulties

Things to consider
Communication is a critical element of motivating staff to contribute to an energy saving culture. Communicate your energy saving vision, actions to be undertaken, roles, and above all else, the results that are achieved through a focus on reducing energy use. Building an energy saving culture will take time and effort. Be realistic about the time required to change attitudes and behaviours, and pursue gradual rather than radical change.

Phase 3 Integration
n Integrate into all elements of the business such as

procurement policies and staff performance plans

Phase 4 Evaluation
n Measure and publicise results n Celebrate and reward successes n Extend or modify activities

The culture change process

Building an energy saving culture will be challenging as culture is formed over time and is often hard to define and understand. However, a strong energy saving culture is the ingredient that your business needs to achieve your energy saving goals. This systematic process for developing a waste minimisation culture is suggested. Step-by-step tasks to achieve culture change based on this process are presented on page 2.

Guide to creating an energy saving culture

A step-by-step approach for creating an energy saving culture is provided in the table over the page. However, your business and your employees are unique, so you will need to consider whether these steps are suitable for your workplace and what other steps you may need to take to be successful in creating cultural change.

Energy saving fact sheet

Creating an energy saving culture

Phase

Tasks/actions

Understand your current culture by conducting observations of meetings, work areas and social areas. Look for behaviours that need to be changed, such as resistance to new ideas, or behaviours that need to be encouraged, such as individuals taking responsibility for solving problems.

Establish a vision statement for energy saving at your business, including what you want to achieve and why. Get senior management to sign the vision statement as a demonstration of their commitment. A vision statement might read To reduce our costs and environmental impact by using as little energy as possible to operate our business effectively. Appoint a champion - an employee who is passionate and respected - to lead the culture change process. The role of the champion is a challenging one and should be recognised and rewarded. Form a project team to coordinate and implement energy saving actions, consisting of people from all key business areas such as production, finance, maintenance and OH&S.

Develop a detailed action plan that includes actions, targets, responsibility and timeframes. Actions could include the phases 3 and 4 tasks listed in this table. Communicate the vision statement and action plan to all staff in a positive way, for example, at morning tea. Inform all staff that everyone has a role to play in reducing energy use. Assign roles and accountabilities to appropriate staff. For example, the cleaners role may be to turn off all lights at the end of each day. The champions role may be to review contributions to the suggestion box on a weekly basis. Encourage ideas by providing a suggestion box or dedicating time at staff meetings to discussing changes or improvements that will reduce energy use. Integrate energy saving actions and accountabilities into staff roles and KPIs.

Integrate energy saving actions and accountabilities at an organisational level through actions such as reporting on progress and targets in company reports. Proactively address difficulties or conflicts that arise. For example, the champion or a manager may need to provide additional support to an individual or team which is resistant to change. Motivate staff to put energy saving actions into place by demonstrating the value of the actions and the impact that they can have. The financial savings from energy saving actions could be used to reward staff for achieving results. Monitor and report on the implementation on action and achievements against goals and targets. Conduct observations of practices to see whats working and whats not.

Modify those actions that are not working and renew and extend those actions that are working. Reward desired attitudes and behaviours with awards or other forms of recognition and publicise at staff meetings or in newsletters.

Further information
If you would like further information, or to talk to someone who can help get you started, please contact Ai Groups Energy and Sustainable Business Helpdesk on 1300 733 752 or at sustainablebusiness@aigroup.asn.au or visit the AiGroup website at www.aigroup.com.au.

AIG8604