Every business has a responsibility to its own employees, as well as its owners and the public it serves. Workers who feel committed to their jobs, colleagues and employers are more likely to work hard and less likely to leave the company, saving the business the cost of recruiting and training a replacement. Employers can increase this commitment in several ways based on what fits their budget and workplace culture.
Workers are more likely to lack commitment when they don't feel valued by their employer, as if they have no voice within the company. Accepting complaints in the workplace is a first step toward improving conditions and giving workers that voice. Implement a complaint system that is anonymous and open to all workers, such as a suggestion box or an annual, anonymous survey about workplace satisfaction. Use the complaint system to guide changes and improvements in the workplace or determine which policies need revision.
Help Workers Improve
Workers who are engaged in their jobs are more likely to feel a sense of commitment, and engagement arises when employers take an active interest in helping their workers improve. This can take the form of additional on-the-job training, an education allowance or tuition-reimbursement plan, or a lecture from a industry-related specialist. Attention to improvement will also contribute to increased productivity in the workplace.
Hold Leadership Accountable
Workers develop commitment more freely when they trust their superiors. A policy that promotes greater accountability can help improve this trust by forcing workers at all levels to answer for their mistakes and oversights. For example, a business that investigates ethics violations thoroughly removes the sense that leaders get away with inappropriate behavior and unfair managerial practices. An accountability policy that extends to executives, such as performance-based pay rather than an automatic bonus, creates an atmosphere of shared responsibility and makes it clear that the company expects workers at all levels to contribute to mutual goals.
Ensure that you have an adequate compensation and incentive program to help make workers feel valued and give them a reason to remain with the company. In particular, promotions from within existing pool of workers and the possibility of salary increases over time can serve as reasons for commitment. Bonus pay and profit-sharing plans also give workers a reward for their past commitment and an opportunity to increase that commitment further.