Practices to Increase Commitment at Workplace. Organizational commitment is the bond between employer and employees which is experienced in the organization.
Broadly speaking, employees who all are committed to their profile generally feel a bonding with their organization. Practices to Increase Commitment at Workplace.
They feel that they fit in the organizational culture and, feel they understand the goals of the organization. Practices to Increase Commitment at Workplace.
Such employees are more committed to their work, show relatively more proactive, and display high productivity.
Why employee commitment is important
Committed employees create value addition around the organization through their creativity, determination, loyalty, support, relatively high productivity, and initiative.
They focus to keep their body in shape so that are also less likely to fall sick. Committed employees display positive behavior within the organization.
They focus on created positive views or reputation about the organization. They adopt the organization’s vision and goals (both professionally and personally).
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Apart from this, committed employees are much less likely to leave their current position. Looking to market the increasingly competitive nature of organizations, employee commitment plays a critical role to retain top talent.
How to increase employee commitment
By working on the data of employee surveys and correlation analysis. That process will help to discover the extent to which factors influence employee commitment.
Our research has discovered a few factors which have been proven to have the biggest influence on the commitment levels of employees.
The influencers display clear company vision, gaining energy from work, and a challenging work environment with the company.
The following sections discuss the four influencers, saying why they are of paramount importance for the best practices.
Simply by addressing one of the following four areas, organizations are able to create a positive impact on employees’ commitment.
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Practices to Increase Commitment at the Workplace
1. Clear company objectives
The goal of consistency allows employees to make easier day-to-day decisions at work. Employees are aware of the purpose of the organization and should change their efforts accordingly.
Knowing the priorities of the organizations allows workers to work more closely with each other and further eliminates the time and money wasted on problems that have little impact on the overall image.
How can you create clear company goals?
- Think about what a meaningful impact the organization can make to society and incorporate it in the formulation of the corporate mission.
- Including how the business supports society helps make the targets more attractive to employees.
- Ensure that the senior management is transparent about the priorities. They discuss them both internally and publicly consistently.
- In general, the clearer the target, the easier it is to connect, roll out for execution.
- Encourage each department and level-wise team to interpret the organizational priorities to establish their priorities.
- This would make it more concrete and zooming-in into the process and allow the targets to be consistent with each other.
- Connect with the teams at regular intervals about the progress gained and whether or not the operational priorities have been accomplished.
Doing so helps the process of achieving targets more effectively and also helps to inspire employees.
2 Gaining energy from work
Employees who derive energy from their job feel good about themselves and love their job.
Apart from the beneficial impact on individual employees, companies benefit when employees drive energy from their jobs.
Employees who derive energy from their jobs are usually more efficient, jobs well for their peers, and are more likely to improve.
How to help employees to gain energy?
- Ensure a perfect match between employees and their profiles. If any mismatch or incompatible then assistance and/or training should be organized to bridge up the gaps.
- In the case of long-term mismatches, all talents should focus to help employees find a more suitable job profile (either inside or outside of the organization).
- Focus on employee development. Stagnant job profiles with limited challenges will reduce the motivation of employees from their work.
- It is paramount important that employees’ jobs evolve, for instance by broadening the scope of work.
- Human resources professionals and department heads should keep on smelling the biggest frustrations that employees encounter at work. It’s a constant process and challenge to come up with solutions.
- Frustration absorbs enthusiasm and energy, and once the issue is addressed, both employee satisfaction and energy increase.
- Ensure the workplace atmosphere is good both on Technical and non-technical grounds. Mutually agree clearly the treatment given to the employees and how a better the team can be built.
3. Fitting in
When employees are sure they fit in well with the organization. They feel bonded and committed to their organization.
When employees feel at home, they put more effort and prefer to be stick with the organization for a longer period of time.
How can you help employees feel fit?
- Ensure that employees are clear about the identity of the company. Employees only know if they feel at home if they know what the organization mission and vision are.
- Create a culture where the vision of the company is shared among employees. As they involve them in the growth they reinforce a feeling of belonging and fitting in.
- Some of the most effective activities are one-to-one meetings, where the actual feedback process starts. Involve employees in company-wide decisions.
- It serves to ensure that decisions are endorsed, as well as transparency on workers’ opinions and emotions.
- Encourage management to show their commitment level to their employees. By displaying genuine appreciation and a regular interest in them.
4 Challenging work environment
Generally speaking, employees require flexibility and a challenge at work. When an individual is challenged in his or her career, in their inward drive, pleasure at work and a feeling of accomplishment all improve.
Overall, employees who are challenged tend to do well performance and as a result, are more likely to stick with the organization.
How do you build a demanding work environment?
- Give your daily reviews. Constructive suggestions on areas for change will pose a lot of problems, but don’t ignore constructive ones.
- During discussions on appraisal, reviews address specifically whether the work is still challenging enough.
- In addition, discuss what makes a job difficult for someone and how best to keep it that way.
- Guarantee that employees get to look at other aspects of the organization d department once in a while. Incomplete jobs in one department can also be seen as a welcoming obstacle to another.
5. Trust
Employment engagement is much more like marriage (not actually though) because just like marriage, both the partners need to trust each other only if the relationship continues long and happy.
If there is even a small uncertainty on one side, there will still be a possibility of separation.
Likewise, managers ought to trust their employees (not blind trust), and if you keep doubting their commitments and loyalty, you will certainly drive them away.
Constant doubting subconsciously often raises questions in the minds of employees as to whether they really are meant for these positions or whether they are not trustworthy.
6. Career Growth
You may persuade an employee to join your organization with the best of your pay structure, facilities, benefits, and other attractive materialistic motives.
In the end, what attracts employees is their future, if they can’t see their future in the organization they are not going to stay with you.
They are going to look for another organization where they see their future bright and clear. While they are both accountable for their own development and accomplishments.
Yet they cannot expect the boss to tell them what the future they see here in the business. It is the duty of management to show them the future and progress.
7. Personal needs and challenges
Although this is real, one must keep one’s personal and professional lives apart. Yet there are no two stings that make a personal impression on your working life.
It is also important that respect the personal challenges and needs of workers and support them in all professional capacities.
It may be as little as having a flexible working atmosphere, enabling staff to take care of their urgent family problems.
As well as ensuring that their professional duties do not affect them.
8. Provide feedback and communication transparently
When we were talking about trust at the start, getting input and open communication is the true outcome of that trust.
If you don’t trust your employee, you won’t give them truthful input or talk transparently.
Similarly, if an employee would not trust the employer, he will also not connect and express his opinions in a straightforward way.
It is important to build confidence from all angles. So, confidence and input are both interlinked, in order to obtain the confidence that you need to connect freely.
You need to create a relationship where there is confidence, openness, honesty, integrity, and dedication as part of the kit.
For you
An organization is like a huge joint family, if the family doesn’t have a strong bonding with each other, they tend to get separated and build smaller nuclear families.
Increasing employee commitment is attracting a great deal of interest from employers across numerous sectors.
The desire by employers to find ways to increase employee motivation and to win more commitment to the job and the organization.
On a positive note, today the market is very competitive. To increase the commitment level of the employees translate the company policies and theories into actions. This should be a constant process.
