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.

The new breed of employee wants to work for an organization that 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 and allows them ample time to spend with their families; and one that cares about the impact that it has on the environment. Employees want this because they recognize that such an organization will also care about them.

What is the impact of such a philosophy? What happens when you really love what you do? When you really believe in a cause? When you really care? When you feel part of something special and are doing something good for people? When you know that every action that you’ve made has had an impact? And when you know your efforts won’t be forgotten? You become passionate about what you are 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. Employees become so committed that friends talk to them and their minds drift to work, they come in to work on the weekend to pursue their ideas, and they tirelessly fight for causes they believe in––not because it’s in their own best interests, but because it’s right. This kind of commitment is happening, and those organizations that unleash it are winning.

When there is a crisis, companies can count on everyone pitching in. When sacrifice is required, everyone is willing to step forward. When management needs that little something extra, people can’t wait to step up to the challenge. People don’t have to be cajoled, they don’t have to be threatened, and they certainly don’t have to be bribed. They only have to be asked. Does this sound like your organization?

Additional Reading:
The Employee Commitment Cube
The Costs of Mistreating Employees
9 Rules For a Great Recognition Program

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