Employer of Choice: Commitment
Recently, we hear of companies laying-off employees at the mere anticipation of a market slow-down. Conversely, many employees have become so aggressive in promoting their careers that they “hop” from one company to another at nearly the speed of a video game.
The concept of commitment almost seems old fashioned. Ironically, companies want to benefit from low-employee turnover and higher performance of committed employees. At the same time, employees search for companies that are willing to be more committed to them (i.e., organizations who are more sensitive to their needs and who won’t lay them off during economic slumps).
Whether your company is five employees or 500,000 – commitment matters.
Related Employee Surveys
Employee Engagement Survey – Commitment is a primary topic of NBRI’s employee engagement survey.
View all Employee Surveys by NBRI.
Benefits to the Bottom Line
Employee survey research shows that committed employees are more likely to give your customers better service, they are willing to take the time to solve difficult problems, their work is of higher quality, and they are more likely to stay with the organization.
Qualities of Commitment
Committed employees tend to have personal values that are similar to those of the company. They are proud to be a part of their company, care about the fate of the company, and recommend the company as a great place to work.
Distinguish “Commitment” from “Turnover”
Some managers believe that committed employees are those who remain employed with their organization. This is not necessarily so. While it is true that committed employees are more likely to stay with the organization, factors in the workplace, management styles, or changes in the organization can drive out committed employees – leaving behind those who either cannot leave (e.g., for some personal reason) or who simply don’t care. This can be devastating to the future prospects of the company.
Occasionally, committed employees can be intolerant or territorial. They can be intolerant of employees who do not meet their standards of commitment, quality, etc. Committed employees may also be intolerant of changes to their “creation” (e.g., the department, procedure, or process they helped create). In reality, this behavior is not very common.
The damage done to organizations by employees who don’t care far outweighs the inconvenience of an occasional employee who cares too much.
Important: Commitment is not just a personality trait, commitment is a quality that can be strategically influenced.