Employee commitment and loyalty are more important than ever to your sustained success in today’s competitive business marketplace. Especially among younger workers, you can no longer expect a person to join one company and stay for the long term. In fact, recent research has shown that current employees will likely have an average of eight jobs during their career.

When it comes to building commitment, you need to be committed – to keeping employees of all ages and lengths of service satisfied, fulfilled and motivated.

How to Gauge Commitment

The best way to get an accurate read on employee loyalty levels is to stay connected to your workforce.

  • Manage by walking around. Take this to a higher level by not just walking but also talking, interacting and building relationships with employees as the unique individuals they are. Find out what’s on their minds and ask for their input on company projects and plans.
  • Conduct regular employee engagement surveys. Solicit opinions on specific topics of interest for the business. A formal survey process allows for anonymity so people feel safe in offering honest feedback.

How to Build Loyalty

An overwhelming 97 percent of respondents to a recent survey said that the most important factor contributing to loyalty to their employers was job satisfaction. This encompassed having challenging assignments, ongoing opportunities for growth and advancement, recognition and respect, and a flexible work environment.

The next two most important factors were:

  • Positive working relationships with their managers (80 percent)
  • Positive working relationships with their peers (73 percent)

These were followed by:

  • Salary at 70 percent
  • Family considerations at 67 percent, and
  • Corporate benefits at 56 percent.

Respondents valued stability when it came to how often their workplace was “restructured.” As noted by one survey participant, “I am loyal to the people I work with and don’t want to let them down. Changing management and reorganizing groups lowers my loyalty and performance.”

Engagement = Social Connection

Commitment and engagement are all about social connections happening within organizations and aligning work experiences with employees’ cultural needs.

  • Give workers a voice in overall work processes and future business plans. They need to believe in your corporate core mission and feel like they’re contributing to something larger than themselves.
  • Maintain honest, open communication. Keep employees informed about changes in your marketplace and within your company. Be open about your expectations and why each person’s role is so important to the greater good. Build trust – because without it, there’s no hope for buy-in, loyalty or longevity.
  • Show appreciation. The best new business ideas often come from front-line employees. It’s important for senior management to acknowledge and recognize this. Develop systems that allow workers’ ideas to be considered and if feasible, implemented. Don’t leave good recommendations sitting on a shelf or in a dusty suggestion box.
  • Support career path development. Make coaching and mentoring high priorities. Support training and development, participation in professional organizations, and continuing education. Partner with your people and help them to realize their work-life vision.

The recruitment and workforce development experts at Talent Bridge take a partnership approach to helping you source, attract, develop and retain your industry-leading workforce. Read our related posts or contact us today to learn more.