Commitment, which appears to be a rare commodity found among the employees, invites us to revisit our strategies for employee engagement for boosting the performance. Performance getting through unleashing the potential instead of following the job descriptions needs the team members’ commitment. Commitment ensures success to achieve goals. In present times, getting a commitment is a leader’s biggest challenge because commitment is the result of choice, not circumstances. The difference between someone who’s not engaged vs. someone who is; is similar to the distinction between compliance and commitment. When someone is compliant, they just obey – doing what’s asked of them but no more. Typically they’re doing just enough to keep their job. Conversely, a committed employee will spend time and effort outside of regular business hours thinking about the work and solving problems, finding better ways to get the job done, seeking out new insights, and then acting on them.

Committed team members are involved, and research states that only 10% of the total employees are fully engaged in their jobs. Rest are either partially involved or not involved. Greater team engagement means accelerated financial returns through increased sales, higher profits, and satisfied customers.

Leaders’ capability to engage their teams is critical to employee engagement to elicit commitment, not compliance. So let’s discuss and find out how can you build team engagement strategies into your leadership development pursuit during the forthcoming OPEN Leadership Drive SIG discourse.