By Barbara Brown, Ph.D.
A lot of changes are happening in your organization. Turnover is high,
productivity is low, and morale is mediocre. But management has a new attitude,
changes are occurring, and things are getting better. However, your
organization's success depends on employees being loyal, dedicated, and devoted.
In other words, everyone has to be "committed" to doing a great job. Your task
is to tell your employees what it means to be committed.
If this scenario is familiar, you want to give employees specific examples of
behaviors that represent commitment. The following eight behaviors can help you
do that. If this is not your scenario, consider incorporating these eight
behaviors during discussions about overcoming obstacles, achieving results, and
pursuing goals. Committed employees, who demonstrate the "right" kind of
behaviors, can help you during good times and bad.
8 Commitment Behaviors
1. Makes adjustments in workloads in order to successfully complete assignments.
2. Makes adjustments in work hours in order to successfully complete
assignments.
3. Persists in completing assignments; even when difficulties arise.
4. Finds alternative ways to get things done; especially when encountering
obstacles to successful performance.
5. Stays focused on tasks; not letting workplace distractions impact successful
performance.
6. Perseveres in finding solutions to problems; even when setbacks occur.
7. Supports workplace changes; even when changes are unpopular or unanticipated.
8. Supports team, office, or organizational decisions; even if "personal
recommendations" were not part of the final decisions.
Create Your Own "Commitment" Behaviors
If the commitment behaviors you need employees to exhibit are not on this list,
create your own. How?
First, think about what "commitment" means to you. If the scenario in the
opening paragraph doesn't match your current experiences, write your own
scenario.
Second, identify WHY you want employees to be committed. Will their behaviors
help you increase sales, reduce errors, or eliminate backlogs?
Match the behaviors you want employees to exhibit to the positive results you
would like to see. This allows you to identify critical behaviors and ensures
that those behaviors will lead to desired outcomes.
When You Describe Behaviors, You Reduce Misunderstandings
When you tell employees WHAT you want them to do and WHY, you get better
results. This is true whether you are talking about a trait like commitment or a
skill like writing. So the next time you are trying to motivate your employees
to be more loyal, dedicated, and devoted (i.e. committed), tell them exactly
what "commitment" means to you. Give them some specific examples of commitment
behaviors. And don't forget to tell them WHY those behaviors are important. The
results you get may even "exceed" your performance expectations.
Related Articles:
Managing Negativity in the Workplace
Negativity is part of our lives and we can either be victims of it or use it to
our advantage. To manage negativity, you need to admit that it exists and that
it's a part of life. Stuff happens. How we deal with that stuff is the key.
But That's the
Way We've Always Done It
Change is inherent in business. Unfortunately too many businesses are not good
at recognizing when to change. And in many other cases, the people within the
organization hold the business back by not wanting to change.
A Leadership Guide to Managing Change
Leaders play a key role in managing change. Effective managers help find and
crystallize future direction, set expectations for behavior and performance and
priorities, walk the talk and influence the direction of future systems and
procedures.
