Enhancing and maintaining employee commitment helps your organization to excel, now and in the future.
You can get better results if, at the same time, you improve your people's capacity to learn. Organization cannot expect their people to stay committed if they do not see a better future if they do their best whether in the short term or in the future.
"Commitment" has been defined in many ways.
For example, it has been defined as the relative strength of an individual's identification with and involvement in a particular organization (Mowday et al, 1979), or as the psychological attachment felt by the person for the organization (O'Reilly and Chatman, 1986).
How do you build employee commitment?
Both McLelland and Hertzberg mentioned two factors, namely,
Other than these, leadership quality and showing employees how their work contributes to the provision of customer service also contribute toward making employees more committed at their jobs.
Employees' commitment is intended to increase efficiency and productivity. In order to accomplish this, employers need to create an environment under which their employees can identify with the organization's goals and motivate them to achieve these goals.
But commitment is not a constant thing. It can swing depending on circumstances.
Commitment is a two-way street. Committed employers will end up having more committed employees. Committed employees make employers more committed to them.
It is fairly clear that committed employees perform better than uncommitted ones. However, there are not many employees who feel committed to their employers. Happy employees may or may not continue being committed.
It is necessary to do things that maintain employee commitment, including:
The McLelland and Hertzberg's factors are relevant here.
To further enhance employee commitment -
Working Life, Then and Now
In the past, employees most often than not stay with a particular employer for life, or for a long time. Nowadays, job security is not there anymore.
On the other hand, people, especially among the new generations, are very mobile. In the United States, there are the generations X and Y. Asian countries are starting to experience these phenomenon.
Because of this, you need, as an employer, strategies that can help retain people. You cannot keep on looking for replacements for people who leave. This is costly and disruptive.
This means that you need to know and understand the making of committed employees. Keeping people committed all the time is very challenging. But it is even more important that you are able to motivate people to stay.
If people leave, you need to look for suitable replacements, train them, and motivate them to stay for a reasonable length of time.