Employers Have To Go All-In With Their Organizational Commitment

Employers Have To Go All-In With Their Organizational Commitment
Organizational commitment starts with the people in the organization and focusing on their satisfaction

There is a unique and distinct culture to different industries across the globe. There are certain things that we deem acceptable within one workplace that may not necessarily work in another industry.

The commitment that an individual has towards their workplace can improve if organizations were to look at the gold-standard within their industry, to find out what work. Employees also have to make sure that they are fully contributing to the standard that goes with their title, and going above with their role.

This has a lot to do with the commitment that both the organization shows towards employees and how the workers reciprocate the devotion from their business.

Companies and employees alike have to start fully committing with one another, to start running fruitful businesses and improving the worker satisfaction levels for their companies.

Unfortunately, it doesn’t happen overnight, so here are a couple of pointers that will help define and trigger organizational commitment.

What Is Organizational Commitment & Why Does It Matter?

Organizational commitment can be correlated, or contrasted, to job satisfaction. It is the deep psychology and understanding of an individual, organization’s, and industry’s, commitment to fulfilling their respective mission.

The best way to look at is the overall engagement and job satisfaction that is associated with the ‘employee experience’ throughout the employee’s lifecycle.

To put it simply, employees will be committed to your organization if they are happier and have a clear understanding and purpose for how your company affects an industry.

Obtaining Commitment As Employees

For employers, they have a tougher task than employees. They have to determine from the very first interview if they want to buy into the psychology of the industry and the culture that exists within the organization.

Unfortunately, low engagement and satisfaction rates have hindered the commitment that employees have toward businesses and have caused retention rates to drop throughout various industries.

Making leadership development a focal point of your company allows you to tap into the skill set of your leaders and show opportunity for advancements within the enterprise.

As an employee, the commitment that is given from an office is always reflected by the leadership. Lackadaisical leadership leads to dull results. It’s not necessarily the output of managers in question, but the lack of effort shown when having to lead.

People don’t quit their jobs; they quit their leadership.

So start at the top if you want to create an employee-driven atmosphere. There are a plethora of new technologies that are coming out that help with job satisfaction, employee perks and benefits, and getting feedback.

As companies are now starting to notice what’s working to help create a great work atmosphere. It is vital for employees to do their part and make sure to contribute heavily to the growth of the company, and also their professional growth; while creating the right amount of balance between work and personal life.

Obtaining Commitment As A Company

Having employees commit to a company sounds a lot simpler than what it entails. Having them get the salary, perks, and bonuses doesn’t necessarily equate to a high-engagement, or approval rate.

If you’re a company that cares more about its output than employee churn, that’s fine. However, companies that don’t have an exit strategy set in mind and want to grow a big sustainable business have to do things differently.

You can still focus on output and the bottom line, but a business that is looking to sustain itself has to look at how to keep key players and retain high-quality employees engaged for a long time.

A company has to be aware of what the market leaders are doing to retain and employ the best candidates for positions. Not only that but actively search for people that are willing to come in and help the company succeed.

The more a company gives focus to the careers of their employees and provides good perks, compensation, and create a good atmosphere, the easier it is for the retention cycle to improve.

Focus on investing on the employee’s full lifecycle, instead of just hiring to fill a void.

Employee engagement and job satisfaction metrics can help companies gain an understanding of what they can do in order to best their efforts to increase commitment from their employees.

How Work Environment Influences Job Satisfaction

If you look at some of the companies with high employee engagement rates, the constant is that they have a people-centric work environment.

Not every industry will allow for bombastic, fun, atmospheres to exist, but there’s still need to maintain a healthy professional and satisfied atmosphere.

That’s right; it is a need to have employee engagement initiatives as they help with productivity and the bottom line. Thus making your business innovative, sustainable, and profitable. A lot of the perks or initiatives aren’t costly, per se, but companies view them as an extra cost, as opposed to investment.

The Role Of Continuous Feedback

Having reciprocal feedback system for both parties creates a good layer of trust and allows for a company to be more transparent.

One of the best ways to develop employees and leaders alike is to make sure that they are always receiving comments from their colleagues. Having a continuous feedback system encourages a good exchange between parties and creates a healthy (hopefully) conversation about improving the workflows or dynamics.

Allowing this kind of interaction help improve the quality of work and help people gain an understanding of one another.

If you’re looking for a wise investment, consider having a continuous feedback system. See if you spot changes within the first couple of months.

How Can Companies Improve Their Organizational Commitment?

Is it something that is determined at the company’s inceptions? Is the industrial psychology set in stone, not allowing for new ideas to grow? What kind of things will help you be an outlier in your industry? Let us know.

Jeffrey Fermin is a leader in the HR Tech industry, he spends his collaborating with multiple companies to help come up with solutions that will improve the modern-day workplace.


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