25 August 2017
What’s the meaning of Commitment?
Everyone talks about it and especially among the German speaking nations this word is already used during daily conversations. Quite often people in companies are asked whether they feel committed, which in that context is more understood as a warning. So in many cases, this word is used incorrect and employees don’t really understand what the manager really wants to express with it. It’s more about what companies think they are and how commitment is used. The structural and hierarchical form of an organisation is important, are employees just fulfilling their duties but apart from that they aren’t involved in anything else? Is there the possibility that employees can express themselves freely without the fear of being put on some kind of internal black list? Particularly in today’s times’ companies should invest in self-aware employees. Unfortunately, the contrary is often the case! That’s why we write about this topic and will determine what should be really understood about commitment.
Certain companies are moving too slow in these rapid times
In our opinion companies that are acting like mentioned above should start to think about why they aren’t making any progress in many topics. Quite often it’s because of this kind of mindset why many organisations and companies aren’t successful. It’s not a big surprise that there isn’t any innovation because in such climate they are suppressed right from the beginning. Employees that think different and might have other ideas aren’t taking serious and the result is that they lose motivation and will start to look for other opportunities on the job market. Which actually means that most employees don’t feel well in such environments and will sooner or later run away!
What can companies do to reach real commitment?
First of all those companies which think that they do everything perfect should start to ask themselves what is going wrong. This means basically to set up some consequences, which can also mean to change the higher management hierarchy if it is needed. Yes, this can hurt but without this you won’t succeed here. Quite often only with this kind of changes, it’s possible to make a turnaround. It’s a difficult step and many companies and organisations aren’t very interested in it certainly. But it is urgently needed because otherwise they will fail sooner or later and this is just a matter of time.
How real commitment looks like
Real commitment must be driven by the top management and the employees should be as early involved as possible. Internal barriers should be equally addressed in terms of a change process so that companies as a whole have the chance to become agiler and to realise the optimisation potential. In the end, a company or organization is nothing else than a lively organism, which works for a common goal and where people support each other during the daily tasks. Therefore a culture of failure is urgently needed, which basically means that employees don’t fear to be punished and that they can frankly discuss their failures. People who say that they haven’t done anything wrong won’t high likely tell the truth. Most humans make mistakes and these can be also seen positive if it is seen as an improvement in a way that people learn from making mistakes. If this isn’t seen like that within companies or organisations real commitment is hard to develop.
How can HR Software help to establish commitment?
With the right HR Software, the Human Resources department can create a successful step in the direction of creating an authentically employee culture and through that reach real commitment. Here it is important to follow the newest trends and to decide for a well-established HR Software system that will best suit to the organisation. There are many options on the market, but it’s simply clever to have a well thought-through plan before taking on the journey. The HR Software will for sure help in many cases but it’s also not solving all problems. Which means also the human factor shouldn’t be neglected, so communication between people is equally important to create an organisation that will thrive and grow.
Conclusion: Commitment does only work if it’s taken serious
Only if the topic commitment is taken serious and not only used as a buzzword, positive change can be established. This means that the top management, which is responsible for creating the strategic direction of an organisation should establish a culture of failure, which is built upon respect and appreciation. If this isn’t the case one can’t talk about commitment because this doesn’t fit to the authentically behaviour and agile collaboration that is urgently needed. Today it is more important to convince employees to realise what they can achieve and contribute to a better internal collaboration. Blockades should be removed and that can also concern the top management. Only the organisations that will be able to adjust to these high-speed times of change will survive in the end. And that’s where the Human Resources department comes back into the game because, with the selection and implementation of new HR Software, they can contribute a lot to the well being of the organisation.