When it comes to competitive and efficient teams, having committed workers is essential, as this factor can tip the balance either towards success or into a complete and utter failure.
Why is this? Because a committed team will not only be glad to do their job well, but also, they will push and work hard to grow and evolve your business. Your goals are their goals.
That is the magic of commitment.
However, a study conducted by Gallup shows that only 30% of employees surveyed feel committed to their work and their organization. This is a fairly low number if we consider all the benefits of going to work happy, both personally and professionally.
It is important to understand what exactly commitment at the workplace is and what are the factors that make us more committed at work.
What is the work commitment?
Defining work commitment can be complex because people have different views of this concept and understand it differently. In a broad perspective, it is about the degree of responsibility that an employee takes on the objectives and values of the organization to which he or she belong and making them as their own.
Committed employees feel that they fit into their company, and that their work has a reason or a motive. This is the why, as Simon Sinek would say.
When we are engaged:
- We have a strong desire to be part of the organization for as long as possible.
- We are closely linked to the business objectives.
- We are willing to make greater efforts on behalf of the organization.
Achieving a total commitment requires time and effort and, yes, these efforts should also be done by companies. It takes two to tango, picturing employee and employer as a couple.
For companies, their efforts must be invested not only in the hiring process of candidates which are aligned to their values, but as well retaining this talent, which is a difficult task.
As you know, some employees are not committed to the organization and other who are, but these not always share the same level of commitment.
This is because not all people give importance to the same things, and what for some a salary of six figures could be a significant factor in not leaving an organization, for others being valued by their colleagues is essential in their commitment.
Commitment has become a crucial factor within organizations and has become a strategy to face the turnover and the flight of talent, causing a rise in numerous studies that try to answer the question: what makes us more committed to work?
These studies give us the key factors that organizations must consider so employees are committed to their work and become the best ambassadors.
The 10 factors related to work commitment
1. Growth expectations
It is important for employees to know that they will not get stuck in their jobs always doing the same tasks. Clear opportunities for internal promotion in middle and long term are a good way to value workers and generate engagement.
2. Independence
Employees value having the opportunity to take control and be responsible for their work. Being able to organize themselves and set goals demonstrates the leaders’ trust in their employees, fostering a positive self-perception and increasing commitment in the organization.
3. Personal growth
Companies must bet on the future of their employees by investing in training that will help them to be always up to date and acquire new skills. This helps collaborators to grow not only professionally, but also personally.
4. Wellbeing
Analyze the impact that daily tasks have on workers and ensure their physical and emotional safety, ensuring well-being and reducing (or eliminating) possible sources of stress.
5. Relationships
Both horizontal and vertical interpersonal relationships are factors that greatly influence the work commitment of employees. In most studies, such as this one published in the Journal of Education and Practice (2020), a positive correlation is shown between fair treatment, cooperation, respect and teamwork, with high levels of engagement.
6. Meaningful work
Another factor to highlight is the psychological perception that the work we do has an objective, is meaningful for us and useful for others. If so, satisfaction levels increase, as does motivation and commitment.
7. Trust in the organization
Employees must trust the ethics and criteria of the organization when making strategic decisions, especially if they affect the workforce, and keep the promises that have been made. Trust in team leaders and top management is vital.
8. General working conditions
As expected, another important factor is the conditions, both physical and mental, in which the functions of the position are carried out. The organization must provide all materials and resources necessary for the proper performance with full security.
9. Business ethics
Organizational processes must be developed under ethical standards of inclusion and non-discrimination and all people must be treated equally and fairly.
10. Salary and benefits
Finally, salary and benefits must be consistent and fair with performance and the position. This also allows employees to feel recognized, promoting the sense of belonging.
Taking care of these 10 key factors is essential in creating teams that are committed to their work and which generate an added value to our companies. A committed team is more efficient, innovative, happy and, therefore, performs with a higher motivation.
If a company wants to retain customers, the first thing is to retain employees.
