For today’s employee, being part of something special and making a difference in the world is much more important than the rewards sought by yesterday’s “me” generation. Employees of this new breed want to work for an organization they can feel proud of — one that contributes back to society; an organization that has values and viewpoints compatible with their own; an organization that is oriented toward the long haul, working toward the prevention of ills, not just curing the symptoms; an organization that cares about morals and ethics and doing what is in the best interests of its customers; an organization that doesn’t dominate their lives but rather allows them ample time to spend with their families. Employees want this because they recognize that such an organization will also care about them. Employee commitment matters. Companies that search for the best and brightest people must learn that their efforts shouldn’t end when these people join the organization. To retain these employees, companies should invest heavily in them, both personally and professionally. Today, employees demand trust and respect. They want their input solicited, their strengths utilized, and their contributions valued. Furthermore, every employee should be given the opportunity to reach his or her full potential. When managers don’t abide by this philosophy, employees show little initiative on the job but are highly motivated outside of work; they put in time but no energy; they spend more time working on their résumés than on the activities at hand.

More Ways to Build Employee Commitment

• Employees work best when they have the responsibility and the authority to get the job done.
• Employees want to be part of something special and to know that they are making a valuable contribution.
• Employees want to spend most of their time making the best use of their unique talents.
• Employees should be given challenging responsibilities that stretch their potential.
• Employees should be treated with dignity and respect.
• Employees should be encouraged to try, even though they might fail.
• Employees should know that their employers have confidence in them and in their abilities.
• Employees should be treated in a fair and honest fashion.
• Employees should have their professional standing recognized.
• Employees should feel confident to make suggestions and provide input, as well as receive constructive feedback, without fear of recrimination or retaliation.
• Employees should have access to all information needed to do their jobs.
• Employees should be provided access to management.
• Employees should know that their efforts are valued and appreciated.

What is the impact of such a philosophy? What happens when you really love what you do? When you really care? When you feel part of something special and are doing something good for people? When you know that every action you’ve made has had an impact? And when you know that your efforts won’t be forgotten? You become passionate about what you’re doing; you can’t wait to get out of bed and go to work in the morning; and you feel good about other people’s successes. This generates a spark, an excitement, and an energy that becomes contagious. This kind of employee commitment is happening today, and those organizations that unleash it are winning.

Additional Reading:

The Employee Commitment Cube

Leadership: Promoting Beliefs and Values

The Costs of Mistreating Employees

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