Simply put, employee commitment is a by-product of when employees feel like they are a crucial part of an organization.
The phrase "employee engagement" is often thought to induce the same meaning as employee commitment. However, there remains one stark difference. Engaged employees might not be committed. Similarly, a committed employees might be a disengaged one.
In layman's term, employee commitment has less to do with being "happy at the job" and more about giving their best performance. Thus, an unengaged employee might feel unhappy yet offers his 100% at the job, can be referred to as a committed employee.
The best thing to do as a company is to find a delicate balance between both. This article highlights five essential tips that'll help you produce high levels of commitment to your organization. Let's have a look:
5 Tips To Encourage And Foster Organizational Commitment
1. Offering Competitive Employee Benefits
The prime focus of any person was to do his job and get paid. Or that's what we initially thought.
As the decades went past the industrial revolution, it quickly became apparent that workers want more than just a basic salary. Jobs became more skill-centric, and thus creating a need for talented individuals.
However, the talented worker you want to include in your workforce or already have, is probably being headhunted by a dozen other companies. Thus, it has become critical for businesses to find new ways of retaining such superstars.
Employee benefits have time again proven to be one of the most effective ways to attract and retain the best talents. 78% of employees reported they're more likely to stay with an employer because of their benefits program.
Before joining a company, any skillful person would compare the benefits that it provides. Similarly, the possibility of employee turnover reduces if the company offers a solid employee benefits package.
Thus, ensure that you have a comprehensive and updated list of the most sought-after benefits in the job market nowadays.
2. Building Better Employee-Employer Relationships
There is a famous saying:
Employees don't leave jobs; they leave managers.
While not entirely true, it does say a lot about the importance of forming the right boss-employee relationship.
Employees feel committed to the organization when they have a good boss. Bad bosses can quickly turn a great workplace into a toxic one.
A good boss is indispensable for a motivated workforce. Poor management results in high turnover, whereas great managers increase efficiency and are recognized on National Boss's Day!
Whether you are a leader or manager, the workers decidedly would look up to you. Thus, the way you behave, act, and interact with them will heavily influence high employee commitment levels.
Here are a few pointers on how to encourage a healthy employer-employee relationship:
- Encourage and practice transparency. Employing clear communication measures is critical here.
- Give due credit and recognize a job well done.
- Valuing aspects regarding diversity and inclusion . Fair and equal treatment should be made mandatory, with no favoritism shown.
- Being an approachable boss. Your employees should feel comfortable and free enough with you to discuss anything important. Being an active listener is the first step towards it.
- Respect their opinions. Your organization should be a safe space to discuss diverse ideas without any fear of retribution.
3. Increasing Employee Involvement
To stay with an organization, it's crucial that employees feel enriched.
For example, think of a person who gets invested in a project. He is a part of producing and implementing it, and despite the possibility of failure, he sees the project through.
Something similar happens when you start including your workforce in crucial business decisions. Being the very elements that your business is built upon, your employees should get a say in the everyday decisions taken for your company's future.
When people are handed crucial information and given a role to play in a company's path, they form an emotional connection.
Thus ensure that your employees are regularly and steadily consulted about critical decisions. Additionally, hold a company-wide survey that allows employees to voice the changes that they seek.
The crucial part of this process is taking actionable measures to achieve the suggested changes. It shows that you place value on their opinions.
4. Fair Compensation
In a survey, 25 percent of people said higher pay was the primary reason they sought employment outside their current organization.
Whether it is for pay or the occasional bonuses, any compensation plan should aim to be fair for performance based compensation. Being fair signify that the compensation amount was impartially decided based on merit without any favoritism or bias.
If the majority of your employees feel that they are being compensated unfairly, it might result in a lot of workplace toxicity. As a result, the effectiveness of various copany measures, such as recruitment, engagement, leadership, and management are most likely to be negatively impacted.
5. Limit Organizational Hierarchy
In this era of remote work and cross-functional teams, the organizational hierarchy has become a corporate nightmare.
Imagine a team in Europe collaborating with a team in India. For making any decisions, the levels of permissions needed to be sanctioned is a mindlessly time-consuming process.
A hierarchical company is plagued with many corporate evils, including lower-level employees who are susceptible to their higher up's mood and whims. Thus, employees feel not only disengaged, but even high performers will face dwindling productivity.
While it's important to understand that no hierarchy is not better than a hierarchical organization. Rules and regulations are essential; thus, the case for hierarchy strengthens.
The idea is not to abolish hierarchy but to find a balance between both. Numerous studies are surrounding the ways to bypass this, including this one by Yale. We highly recommend that you check this one out.
Are there any additional ways to inspire high organizational commitment levels that we have failed to mention in this article? We would love to hear it in the comments below.