How to create practices for employee commitment rather than employee engagement

1. How to create practices for employee commitment rather than employee engagement? Here’s some food for thought: The attrition rate in India for the year 2020 was 6%. This figure rose to 20.3% in 2022! (Source: Research by Aon). These shocking figures exist despite the double-digit salary hikes offered to employees in the last two years. It was also found that most individuals who left their jobs did so voluntarily. While organisations struggle with the world post- pandemic, they are also facing the wrath of ‘The Great Resignation’. Though most companies work towards improving employee engagement, are they doing enough to ensure employee commitment?

2. In this article, we will explore employee commitment in greater depth and acquaint ourselves with practices that focus on employee commitment rather than just employee engagement. What is Employee Commitment and Why is it Important? Employee commitment is employees’ loyalty and dedication towards their jobs and organisation. It is built and characterised by a sense of ownership and responsibility towards their own work and an eagerness to go above and beyond to achieve company goals. Organisations must focus on employee commitment as it helps boost productivity, lowers turnover rates, and enables higher levels of job satisfaction. Committed employees are more likely to stay with the organisation for longer, saving the company the time and cost of constantly recruiting and training new employees. Committed employee is also more likely to be engaged and motivated in their work, leading to improved performance and higher-quality output. In today’s world of uncertainty, cultivating employee commitment is vital for the success and sustainability of any organisation. By creating a supportive and positive work environment and recognising and valuing your employees’ contributions, you can foster a sense of loyalty and dedication to drive long-term success

3. Employee Commitment Vs Employee Engagement While employee commitment and engagement are essential for a thriving organisational culture, it is important to understand how they are different and entwined with each other. Employee engagement is the extent to which employees are motivated, involved, and excited about their work. It is characterised by their enthusiasm for their job and willingness to contribute to organisational success. Employee engagement is often influenced by factors such as the work, the work environment, and an employee’s relationship with their supervisor. On the other hand, employee commitment is the level of loyalty and dedication an individual has towards their job and organisation. It is characterised by a sense of ownership and responsibility towards one’s work and the willingness to go above and beyond to achieve both their goals and those of the company. Employee commitment is often influenced by factors such as the individual’s values and beliefs, a sense of purpose and meaning in their work, and commitment to the company’s mission and goals. Engagement and commitment are important for organisational success, but employee commitment is often seen as a more robust and sustainable form of employee motivation.

4. Benefits of Employee Commitment There are several benefits of employee commitment for both the organisation and the individual: Increased productivity Committed employees are more likely to be engaged and motivated in their work, which can contribute to higher productivity. They are also more likely to go above and beyond to achieve company goals, which can contribute to the success. organisation’s overall Lower turnover rates Committed employees are more likely to stay with an organisation for longer periods of time, saving the company the time and cost of constantly recruiting and training new hires. This helps maintain a lower turnover rate and increased workforce stability. Higher quality output Committed employees are more likely to take pride in their work and strive for excellence, eventually resulting in higher quality output.

5. Positive company culture When employees feel committed to their work and the organisation, they are more likely to collaborate with their colleagues and contribute to a positive work environment. This can strengthen the company culture. Improved customer satisfaction Committed employees are more likely to be invested in the organisation’s success and make every effort to provide excellent customer service. This translates into higher customer satisfaction and loyalty. Higher job satisfaction Committed employees are more likely to find meaning and purpose in their work, which can lead to higher levels of job satisfaction. This can, in turn, contribute to increased motivation and productivity, impacting their work-life balance and overall well-being. Workplace Practices To Foster Employee Commitment Some practices to cultivate employee commitment that can be easily deployed in your organisation: 1. Create compelling goals to encourage growth and development Goals provide a clear focus and direction for employees, which can help them feel more purposeful and motivated in their work. Setting challenging goals that are achievable can help employees feel a sense of accomplishment and

6. progress as they work towards meeting them. When employees have ownership over their goals, they are more likely to be committed to achieving them. Allowing employees to set goals or collaborate on goal-setting can foster a sense of ownership and investment. Setting compelling goals that align with organisational values and mission can foster a sense of purpose and meaning in employees’ work and in turn, enhance their commitment to growth and development. 2. Establish a culture of trust The company culture plays a critical and significant role in boosting employee commitment. It inspires employees to trust the organisation, its processes, and even their coworkers and mentors, pushing them to take risks to lead or perform. Listening to your employees and ensuring they find all they need for their work easily accessible. 3. Ensure transparent communication When employees are involved in the company’s growth and developing organisational goals, they are more likely to align with them, understand how they fit into the picture, and recognise how their contributions make a difference. This also lets employees see how their role shapes the future as the organisation’s goals evolve. This is only possible with transparent communication and feedback throughout the hierarchy. 4. Create a healthy, challenging work environment

7. A workplace that does not offer regular challenges can demotivate employees who look out for opportunities externally. Infact, employees feel more invested in an organisation when there are plenty of complex opportunities and interesting responsibilities to grow and apply the new skills they have learnt. 5. Eliminate fear of failure When there is a constant fear of failure or facing negative consequences, it affects the trust within teams, and employees tend to become less committed to their work. This is common when employees receive negative feedback for their work, despite their performance. Eliminating the fear of failure offers opportunities for employees to take risks, understand how to correct errors and, as a result, allow them the space to learn and grow. 6. Reward and recognise Employee commitment is directly related to praise and recognition. Rewards and recognition inspire teams to work with dedication and motivate them to improve their performance. It is a clear appreciation for the outcome of their hard work and efforts. There are several ways to reward and recognise. 7. Training programs Training programs help increase employee knowledge, skills, and a sense of purpose and connection to the organisation. This can enhance their commitment to their work and the company. They also provide employees with the skills and knowledge they need to perform their jobs effectively, making them feel more confident and capable in their work, which can increase their commitment to their roles.

8. Regular training programs aimed at training employees about the organisational values, mission, and goals make employees feel more connected to the company and its purpose, enhancing their commitment to contributing to its success. Key Takeaway! Employee commitment is characterised by a sense of ownership and responsibility towards one’s work and a willingness to go above and beyond to achieve company goals. Employee commitment is important for organisations because it can lead to increased productivity, lower turnover rates, and higher levels of job satisfaction. Digital HR Transformation plays a critical role in cultivating employee commitment in their organisations by implementing strategies like providing growth and development opportunities, fostering positive company culture, and supporting employees with effective management. Employee commitment is essential for the success and sustainability of any organisation.