Having a committed work team is the dream of every company. What is the strategy for company members to make a commitment towards the vision and mission of your organization?
First of all, before asking yourself how to get a highly committed team, you need to have an answer to “what” or “with whom” are they committing to.
Asking your team members to commit faithfully to your company or to a specific project, without a clear vision, a specific idea or something that motivates them to remain until reaching the final goal is absurd.
WHAT ARE THE STEPS YOU NEED TO FOLLOW TO STIMULATE THE COMMITMENT OF YOUR EMPLOYEES?
Identify what there is in your organization and what it has to offer
This will help you to know that is worthy of your loyalty and that of your team. Nobody wants to commit to a leader or a company that does not have a vision, properly established company goals, and a clear vision which will encourage the members to commit to the organization.
Consider your team members
When the ideas and opinions of every team member are heard and considered, the result will be the commitment of the team to the company’s vision and mission, which in turn, will stimulate and consolidate teamwork.
“Having participation or having a voice in a company is a great motivator that stimulates organizational commitment and promotes teamwork.” — Mayra Walters
In the 90´s, Allen and Meyer proposed an analytical vision of organizational commitment, dividing it into three definable components― affective, permanency and normative commitment.
Affective commitment is the emotional attachment of an employee to the organization’s values. It is the desire to continue being a member of the organization as a result of a positive work experience.
Permanency commitment refers to the degree of disposition and attachment that motivates the employee to continue working for the same organization. It is the desire to continue being a member of an organization as a result of the stress associated with the cost of leaving.
Normative commitment refers to the expression of feelings of duty or a sense of responsibility that an employee feels towards the organization. It is the desire to continue being a member of the organization due to a feeling of obligation.
Each of these components of organizational commitment can affect the other or depend on the other, yet it is important to segment and visualize the three types of organizational commitments in order to reinforce them as needed.
A healthy combination of these components, as well as a positive work environment, will help you build a highly committed team and a productive business.
Frederick J. Slack, John N. Orife, and Fred P. Anderson, “Effects of Commitment to Corporate Vision on Employee Satisfaction with Their Organization: An Empirical Study in the United States,” International Journal of Management 27, no. 3 (2010)