Commitment as a Growth Driver

Engagement Value-Pentabell
Twitter
Facebook
LinkedIn
Email
Summary

What does employee commitment entail?

In recent years, business leaders have made employee commitment a priority. This value has gained importance over time because companies have realized that the commitment of their employees has only positive repercussions on the performance of their entities. But how can we define commitment ?

“Employee commitment corresponds to their degree of involvement in the work and their commitment to the company.”

It is really difficult to find a more specific definition, as it mainly depends on the company’s vision of this value. Some will associate a feeling of fulfilment and happiness of an employee in the company with their level of commitment . Others will consider an employee’s performance as the main indicator of their dynamism and dedication to work.

Each company has its own vision, its own definition, and its own indicators to measure involvement and commitment at work based on the criteria it has predefined.

But undoubtedly, a high level of employee commitment will have an impact on their dynamism, loyalty, motivation, and desire to progress.

Employee disengagement, on the other hand, results in a decrease in their performance, higher turnover, loss of motivation, low attractiveness of the company, and a feeling of discomfort at work.

Why is it important to develop commitment within the company?

Employee commitment is one of the most influential indicators for evaluating job satisfaction. Today, employees want to be involved in their work, be excited about the organization they work for, have a sense of belonging, and benefit from a certain flexibility in terms of hours, remote work, vacations, etc.

Several studies have shown that employees involved in their work are more likely to make efforts and work hard to solve any problems they encounter. Similarly, they are more likely to acquire new skills, remain loyal to their company for a long time, and build strong relationships with their colleagues.

All these direct consequences have measurable business repercussions:

  • Improved performance: According to a study by SHRM, engaged employees are more likely to contribute to the success of the company.
  • Lower turnover: According to the Oxford Handbook of Positive Psychology at Work, engaged workers are 87% less likely to leave their jobs. This reduces the costs associated with their recruitment, training, and the learning and integration phase into the position.
  • Increased revenue: Gallup reports that highly engaged groups are 21% more profitable than other groups. The most engaged teams also experience a 59% decrease in turnover and a 41% decrease in absenteeism.
  • Better customer experience: According to the same Gallup survey, companies with high commitment levels see a 10% increase in customer experience and satisfaction and a 20% increase in sales.
  • Better retention of skills: Organizations with high employee commitment reduce both turnover and hiring costs, and disengaged employees are one of the main factors contributing to high turnover.

According to Forbes, employees engaged in their work are more likely to be motivated and to advance within the company. This helps to achieve more business goals and contribute to advancing the organization.

How to develop commitment at the heart of the company?

To develop the commitment of its employees, there are levers on which the company can focus to improve employee satisfaction.

  • Define clear missions and objectives: For your employees to be well engaged, it is necessary to make things clear from the integration phase, by developing a detailed job description, at the end of the job interview, and by assigning them clear objectives and missions as soon as they arrive in the company.
  • Encourage skills development: Are there opportunities for evolution and development within the company? Managers must encourage the development of their employees’ skills to promote their professional advancement. Similarly, managers must spend time providing regular feedback on their employees’ performance to support their progress.
  • Listen to your employees: An employee who does not feel that their opinion is heard will be less motivated and involved in achieving the company’s objectives. It is therefore crucial to establish a work atmosphere that promotes listening within the different teams. Indeed, this reinforces teamwork and motivates your staff to express themselves freely for more open communication.
  • Align their objectives with those of the company: An employee cannot be involved in the company’s objectives if they are not clearly communicated to them. Take care of your internal communication to ensure that all your employees understand the link between their missions and what they bring to your company’s development strategy.
  • Promote a sense of belonging: In the same vein, a recent survey on global trends in human capital revealed that the sense of belonging in the company was at the top of the results. Indeed, 79% of those surveyed said it was important for their organization’s success over the next 12 to 18 months to foster a sense of belonging within the team. 93% say that the sense of belonging promotes commitment and organizational performance.

Commitment at the heart of Pentabell’s culture

Our engaged employees are the cornerstone of Pentabell’s success. For this reason, we strive to create an environment where they enjoy coming to work, where they feel respected and trusted, where they are given interesting and stimulating responsibilities, and where they have unlimited career progression.

At Pentabell, we promote the commitment of our employees in various ways:

  • Active listening: to promote communication and the sharing of viewpoints, to bring out innovative ideas, to restore dialogue in case of conflict, to anticipate future material and human needs within the organization.
  • Equity: Job satisfaction and commitment are only possible if an employee is treated fairly. We are transparent about our relationships with each of our employees and make sure not to favor one employee over another.
  • Recognition: We are always grateful to our employees for their efforts. Our managers do not hesitate to give positive feedback to their teams and to reward them.
  • Training: One of the elements that motivates our employees is continuous learning, which is a lever for commitment at work. We have implemented an HR policy that includes real talent management, in order to take into account everyone’s wishes and align them with our company’s strategy.
  • Quality of the tools provided: We provide work tools adapted to the assigned tasks, such as computers, high-performance software, and spacious offices.

After discovering engagement, we invite you to continue reading to learn more about our other 3 values: Team Spirit, Innovation, Quality.

“When people go to work, they shouldn’t have to leave their hearts at home.”

–Betty Bender

Leave a Comment

Explore more articles
on our blog!