Much like any relationship, commitment is at the heart of a healthy partnership. When employees are committed to their work and place of business, they are more likely to be happy and productive. Committed employees take ownership of their work and are ambassadors for their company, both inside and outside of office doors. They are less likely to job hunt, be tempted by recruiters who seek out passive candidates and are most likely to pursue advancements and promotions. The value of employee commitment is palpable — in more ways than one. Keep reading to discover what we mean.
Not all employees are committed, and certainly aren’t at the same level of commitment. Plus, “commitment” can mean different things to different workers. Overall, it’s the bond employees have with their place of work. When they’re committed, they feel like they fit in and know (and align with) the values of the organization.
Committed employees are an asset to an organization and add value in more ways than one. They are supportive and more productive than non-committed employees. These employees don’t easily utilize their sick days and are more prone to adopting the vision of the organization if it’s not already aligned with their own value system.
Engagement and commitment can have some overlap. Oftentimes, engagement is the visible side effect of being committed. When an employee is committed, they’re going to showcase engagement by their actions. Sometimes these terms are used interchangeably, but both engagement and commitment refer to how invested an employee is in the company. To get started on measuring the engagement of your employee base, start building your own completely customizable engagement survey.
Committed employees might showcase engagement by heading up activities outside of desk-related duties by leading a volunteering initiative or kick-starting a lunch hour walk. However, commitment doesn’t always present in such obvious ways. There are countless avenues a committed employee might show how much they value the company, such as:
As a leader, you won’t have to wonder if an employee is committed — it will be apparent in their attitude and their work output. These are the employees you would assign to a new hire on the first day or have lead a meeting that a manager can’t attend. They are the employees you can trust to get things done even in a rush. They usually wear numerous hats and tend to rack up company awards.
However, committed employees don’t just happen. They are hired because of both company fit and talent/skills. They are kept because their growth is fostered by management. They feel appreciated and reciprocate with what they bring to the business on a daily basis.
It’s exceptionally expensive to onboard a new employee but also costly to keep subpar employees. By identifying the folks who are constantly going above and beyond and asking them for feedback and what makes them feel empowered to do so, you can get started on planning how to spread this goodness to employees who might appear less committed. Simple tactics like regularly saying thanks and calling out great work in meetings is a great way to foster employee commitment. Building a workforce of committed employees is a two-way street: as the employer, you must demonstrate prioritization of employee growth and acknowledge their successes. As an employee, go the extra mile. Show how your work contributes on a larger scale, and don’t be afraid to share your great work.