When we think of a high performance team, there is always a quality in front of the resero: Commitment.

Many times entrepreneurs tell me about their concern for their employees’ commitment, and often they want to know how to get them more involved in the company or even how to retain the talent they have.

“… The difference between having to do what needs to be done and wanting to do it is marked by the Employee Commitment”. This is the key and every leader must make a difference

Why generate commitment in the organization?

Here I highlight the main benefits of having employees committed to the company:

Higher productivity. According to a study carried out in the United Kingdom, companies with committed workers can have up to twice as many benefits as those that do not.
Improvement in customer satisfaction. A committed employee will give better service to the client, which in turn with that positive experience can recommend us and generate more clients.
More stable template Companies with a high level of commitment have an index of 40% less turnover in their payroll.
Less absenteeism An atmosphere that generates commitment is one where the work environment allows employees to better manage stress, to be absent less often from their work occupation and even the reduction of work misfortunes can decrease up to 48% for people who feel satisfied in their work. Business.
Decrease in conflicts An employee who is committed will have less tendency to create problems or generate conflicts with both their colleagues and their managers.
How to generate commitment in our team?

Now that we have clear the benefits, we will see six ways to increase the commitment in our team:

Democratic leadership According to the theory of Situational Leadership there is no leadership style that is valid for all occasions, the key is to choose the one that best suits the situation. In case of lack of commitment or motivation in our team, the most appropriate style of leadership is democratic or participatory, that is, the one that establishes a bidirectional communication between leader and collaborator.
Participative definition of objectives: It is important to define objectives appropriately following the SMART format (specific, measurable, achievable, challenging and with deadlines). Well, by involving our team in the definition of these objectives we will create a greater commitment. When I work with my clients and their teams, the first work sessions are dedicated precisely to this, that is, to define among all their objectives and reach a consensus on its definition, how to measure it, whether it is achievable or not and what deadlines set. This has a great impact on the commitment.
Co-creation of action plans. Once the objectives are defined, instead of telling our team what to do, it is much more powerful to co-create the action plan. We can do this both individually and at the team level with a good group work session where ideas are generated, evaluated, the best options are selected and finally what is done is defined, who will do it, when and how. When our collaborators participate in this type of decision, the level of commitment increases dramatically.
Performance evaluation and management. It is vital to make a good performance evaluation with its three stages: review of objectives, review of attitudes and development plan. Instead of asking ‘What have you done for the organization?’, We would ask ‘What can we do together to achieve better results in the future?’
Feedback. Of course, the fact of having an annual performance evaluation does not mean that we should not give feedback to our team continuously. Communication within a team is fundamental and is something that should never be neglected. Give clear and constructive feedback, both what is being done well and what needs to be improved. This is important so that the team stays motivated and in line with the expectations we put in them. In this way we will reinforce productive behaviors and those less suitable can be rectified.
Dynamic training This has double benefit, on the one hand our employees learn new skills and on the other hand they generate commitment when they see that the company invests in them.
Fervent passion Be passionate with everything you do. If you can not do better, why do you do it?

As I said “Steve Jobs – It does not make sense to hire smart people, and then tell them what they have to do, we hire smart people to tell us what to do”

High Performance Teams : EAD Solutions

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