9 Commitment to Work Boosters
Posted on February 07, 2019 by Danny Leffel
Managing employees is more than just the normal day-to-day work. For a company to thrive, it needs employees who are dedicated and take pride in their work. A committed employee goes above and beyond the normal confines of their job title to provide the best customer service experience they can. They feel a responsibility to their company to do their job well and will always strive to perform to their fullest.
Unfortunately, an employee like that is rare to find. It’s getting harder for employees to naturally show that level of loyalty, so management needs to build long-term plans to retain employees and bolster their job commitment. Below are some tips for boosting your employees’ commitment to work.
1. Cultivate Employee Engagement
Engagement and commitment go hand-in-hand. Employees who don’t feel a connection to their jobs aren’t going to perform well. If your team seems to be disengaged, you could have a morale problem. Try to boost employee motivation by asking them for input on how they think the workplace could improve. Once you have their suggestions, implement them to the best of your ability.
2. Be Flexible
No one likes to feel like they aren’t in control of their decisions, even if that decision is as small as what time they can take a lunch. If your team doesn’t have flexibility built into your employees’ schedules, try coming up with some ways to give them a little freedom. You could allow them to trade shifts with co-workers if they need a day off, or let them make up time if they need to come in late or leave early. They shouldn’t feel like they’re trapped at work because that will only breed resentment.
3. Communicate With Your Team
It’s hard to be committed at work if you aren’t getting the announcements. Management does its best to make sure that all employees are on the same page with new policies, but sometimes an employee won’t be present when something new is introduced. To combat this, try using an online app like Crew to send important messages to your team. They’ll receive them on their smartphones, so you won’t need to worry about an employee inadvertently being out of the loop.
4. Set Clear Expectations
It is easier for an employee to focus on tasks that need to be done if they know exactly what they’re supposed to do. If tables should be cleaned within a certain amount of time after the customers have left, your employees need to know that. Setting clear expectations will give your team a mental checklist that they can use to judge their job performance.
When review time comes around, the goal is for your employees to already know where they stand. However, this can only happen if employees understand what they need to do and are getting consistent feedback and constructive criticism from their supervisors.
5. Promote Transparency
If management acts as though it’s hiding something, your employees may feel as though they can hide problems, as well. It may be tempting not to let your employees know about the business side of your company, but they deserve to know how well things are going. You don’t need to overshare and give them all of the boring details; however, keeping them informed on the basics is a sign of respect. That respect and transparency will foster a sense of belonging and commitment to the company.
6. Build Trust
Building trust ties into setting clear expectations. Your employees should never be afraid to come to management with any issues, especially if it’s because they messed up or feel uncomfortable about a situation. If you haven’t built trust with your team, their knee-jerk reaction will be to hide the problem or try to fix it themselves, even if that’s the worst thing they could do.
The same philosophy is true when it comes to showing that you value your employees. If a company doesn’t have policies in place to protect employees — like harassment policies — then you can’t expect them to trust you.
7. Encourage Employee Growth
A lot of employees are happy to stay in one position at a company for a long time, but others will actively be looking for opportunities to move up. If you don’t offer any ways for them to grow within the company, they will look for a job elsewhere. Make sure that you have programs set up that will encourage employees to grow and train them to take on more responsibilities. Stagnant employees will never feel committed to a company that is happy to profit from their labor but refuses to promote them.
8. Provide Benefits and Incentives
Outside stressors that you aren’t aware of are probably affecting your employees. A full-time job takes up a large chunk of time that employees could be spending on something else, such as their children, relationships, or health. Sometimes, employees sacrifice those things to go into work. Yes, they’re receiving a paycheck, but that’s a necessity to live. Make it worth their time by offering something extra, such as health benefits, retirement options, or monetary incentives for reaching a specific goal. A company that understands the value of a person’s time will gain the loyalty of its employees.
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9. Celebrate Wins
With good employees, it is easy to get into the habit of expecting things to run smoothly. Just because things are going well doesn’t mean you should forget to appreciate your employees. Even if your team has been going through a rough patch, it’s important to celebrate whenever something does go well. Don’t take success for granted. Your team worked hard for it, so they should be given their due credit.
Commitment to a job requires work from both the employees and management. If either party isn’t trying, the relationship will not be successful. The above tips are a great way to start attracting dedicated employees. Remember that the process of strengthening job commitment should begin when the employee is hired. Once that precedent is set, you’ll have no trouble keeping your employees committed.