Misperceptions, inconsistency, or insincerity will undermine your efforts to
keep a loyal and committed workforce, writes Terry Bragg in an online article.
Loyal and committed employees do better work than uncommitted employees.
Companies with committed employees do better financially than companies with
uncommitted workers. Yet fewer than half of the employees in today's workforce
feel committed to their employer.
Although many factors affect employees' commitment to their employers, three
contributors stand out as primary drivers: fairness, trust, and care and
concern for employees. They are also prerequisites for employee commitment and
loyalty. Four laws govern commitment and loyalty: the Law of Perception, the
Platinum Rule, the Law of Reciprocity, and the Law of Consistency.
The Law of Perception: Perception is reality. When it comes to commitment and
loyalty, employees' perceptions of their employer are reality and
misperceptions can devastate the workplace. To develop employee commitment and
loyalty, you must carefully manage perceptions.
The Platinum Rule: Treat people the way they want to be treated. The modern
workplace is not homogeneous. Everyone does not want the same things from their
employer or their work. Instead of treating people the way you want to be
treated, treat them the way they want you to treat them.
The Law of Reciprocity: You get what you sow. You get what you give. To get
commitment and loyalty from your employees, you must be committed and loyal to
your employees. Commitment and loyalty are two-way contracts between employees
The Law of Consistency: You must be consistent in how you treat your employees.
You build your reputation and maintain your credibility with consistent
behavior. A single perceived violation can damage employee loyalty and
commitment. Let's examine the three drivers of employee commitment and
The article offers further information on:
AplusA-online.de - Source: Stevenspublishing