Employee Experience

Employee Commitment Strategy | UPDATED 2022 | A Complete Guide

4 Mins read

Employee commitment and engagement is one of the most important aspects of businesses today. Employees who are committed to their organization feel a connection, understand the organizational goals, and feel they fit in the best. Such employees provide an added value by being more determined at work, showing greater productivity, and being proactive when it comes to offering support. 

Employee commitment strategy helps measure, understand and evaluate the employee commitment in your organization so that you can increase the commitment levels and ensure your employees stay committed for a long term. In this guide, let us discuss the significance of employee commitment strategy and try to understand how you can implement it for the desired results. 

Employee Commitment Strategy – A Complete Guide

Commitment Strategy

One of the biggest challenges for managers is to keep their workforce happy and engaged. A committed workforce adds more value to the organization through proactive support, determination, and productivity. Employees who are committed to the company show a more positive behavior 

Employees should be provided a variety and challenges at work. When an employee feels challenged at the job, their joy, motivation, and sense of achievement all increase. In short, employees tend to perform better when they are given a challenging environment and as a result, stay longer with the organization. 

One of the best ways to create a challenging work environment is to give regular constructive feedback about improvement opportunities. You can also discuss in the performance meetings about how challenging the work is; consider discussing what makes the job more challenging for them. Once in a while, make sure employees get a chance to explore other departments. 

Commitment Strategy In Game Theory

Game theory is a branch of maths that applies well to most situations involving negotiations, logic, and strategizing. When it comes to recruiting, and ascertaining levels of commitment, having a good understanding of game theory can help HR professionals strategize a lot better.

This is quite similar to playing poker, where you ascertain an individual’s motivations, interests, and abilities to prepare the right approach for negotiation. Almost all interactions between rational individuals can be modelled to develop the right course of action.

Applications of game theory in human resources and talent management is still at nascent stages, but the core principles have been in play for a number of decades, resulting in a wide body of knowledge that now perfectly corroborates with the mathematical study of game theory.

Control & Commitment Strategy In Action

There are two different strategies for managing an organization’s workforce. The first is the control-oriented approach which is a traditional strategy involving the division of work into small jobs for which individuals can be held accountable. At the core of this model is an intention to establish order, exercise control, and achieve maximum efficiency of the workforce. 

However, recent changes in expectations of the workers have made this strategy obsolete as it assumes low employee commitment. Such an approach cannot produce a performance that matches the standards set by world-class competitors. In these times when success relies on superior performance levels, a workplace dominated by control cannot show high levels of commitment rather than just the obedience of workers. 

Recently, a growing number of companies have started removing hierarchy levels, increasing control spans of managers, integrating production and quality tasks at lower levels, and opening up newer possibilities for workers. The new commitment-based model makes jobs broader in scope, combines planning and implementation, and makes teams accountable for performance rather than individuals. 

Commitment HR Strategy – How It Works?

Committed Expert HR Strategy

Whenever employees have a feeling of fitting it perfectly, they feel a commitment and bond to the organization. As they feel at home, they are likely to put more effort into achieving business goals and tend to stay longer. To help employees feel they are fitting in, ensure they have a clear idea about the organizational goals, mission, and values. 

Another way to encourage this feeling is to create shared experiences through company-wide events and personal meetings. You can also consider involving employees in corporate decisions; this would not only ensure their support in the decisions but also make them feel valued. 

It is also a good idea to encourage management to show commitment to employees. When they see appreciation and interest on a regular basis, they are more likely to feel they are the best fit. 

Committed Expert HR Strategy

The committed expert HR strategy involves the retention of employees who develop a specific skillset that is critical to an organization. Beyond this, it involves investing in loyal soldiers and building unique skills which can be retained and developed further over the course of an organization or product’s lifecycle. 

While the benefits of such an HR strategy is quite evident, it is increasingly difficult to build an maintain such relationships with experts. Most organizations currently adopt a free agent model for skilled work, wherein they don’t expect their skilled experts to stick-on for long if they find better opportunities elsewhere. 

There are a handful of organizations that execute such models, most of which are large legacy companies, or small family run operations with strong rapport between owners and workers that is maintained throughout different generations.

In A Nutshell

Employee commitment strategy is a critical component of talent management, something that continues to grow in complexity each passing year.

With a professional, and systematic approach, organizations should be able to execute this and build an organization full of loyal soldiers, resulting in a resilient and lasting business, unlike free agents who are likely to jump ships in the first whiff of a crisis.

Further Reading

Employee Engagement Committee
How To Praise Someone Professionally
Constructive Criticism Vs Destructive Criticism
Funny Employee Awards

Have you heard? Employee Experience Magazine has made it to the Top 45 Employee Engagement blogs on FeedSpot. We’re proud to be ranked at 17th place and look forward to advancing to #1.

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Editor-in-Chief at Employee Experience Magazine.
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