I am undertaking a research on employee commitment and would welcome suggestions on what you think influences employee commitment thanks mudenda
From United Kingdom, London
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From United Kingdom, London
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I'm sure there are many different formulas for creating employee commitment, but from my perception, I think Executive Level involvement and investment are key components. Executives need to demonstrate that they are continuing to invest in their employees, and they also need to stay involved with employees. Demonstration of these things comes in many forms but needs to be continual and consistent. Providing training, being flexible within the constraints of the business, and a host of other things.
Even just walking the halls and connecting in the trenches can be an important component. Even Jack Welch mentions that he would reward individuals and teams spontaneously through staying connected at every level. Just my 2 cents.
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Even just walking the halls and connecting in the trenches can be an important component. Even Jack Welch mentions that he would reward individuals and teams spontaneously through staying connected at every level. Just my 2 cents.
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Hi, Mudenda.
As far as my understanding goes, employee engagement is not only about executive employees. It's about the feeling of connectedness of each employee towards an organization. It's about establishing an honest feedback mechanism between the management and the workforce. The basic objective is to highlight and prioritize certain key areas of concern that affect the performance of employees and the organization as a whole. Addressing these specific areas would impact the revenues and the commitment level of its employees. Therefore, these Employee Engagement Surveys act as a platform to drive change in a company.
Regards,
Dheeraj
From India, Calcutta
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3As far as my understanding goes, employee engagement is not only about executive employees. It's about the feeling of connectedness of each employee towards an organization. It's about establishing an honest feedback mechanism between the management and the workforce. The basic objective is to highlight and prioritize certain key areas of concern that affect the performance of employees and the organization as a whole. Addressing these specific areas would impact the revenues and the commitment level of its employees. Therefore, these Employee Engagement Surveys act as a platform to drive change in a company.
Regards,
Dheeraj
From India, Calcutta
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Hi,
I am also undertaking research on employee commitment. I am looking at issues such as the ongoing indigenization policies and small enterprise funding by the government. This has led most of our employees to own small companies, which they can use to transact between other companies, or they have established a particular line of business and are always taking intermittent days off to run their small business.
The question is: They are still employed by their employer and are not intending to leave, but are they still committed to him, and to what extent can this be true? So far, I seem to have gathered that those employees who run their own businesses perform better in their current employment.
Commitment results from management acknowledging that employees have dual needs and hence need flexible hours (to run their own business) without compromising on current job performance. It goes on to allowing employees to become shareholders.
Let's discuss...
From Zimbabwe, Harare
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I am also undertaking research on employee commitment. I am looking at issues such as the ongoing indigenization policies and small enterprise funding by the government. This has led most of our employees to own small companies, which they can use to transact between other companies, or they have established a particular line of business and are always taking intermittent days off to run their small business.
The question is: They are still employed by their employer and are not intending to leave, but are they still committed to him, and to what extent can this be true? So far, I seem to have gathered that those employees who run their own businesses perform better in their current employment.
Commitment results from management acknowledging that employees have dual needs and hence need flexible hours (to run their own business) without compromising on current job performance. It goes on to allowing employees to become shareholders.
Let's discuss...
From Zimbabwe, Harare
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Employee-engage ment.prn_190.pd f
Employee Engagement Study.doc
Employee engagement.ppt