How to gain staff commitment
High levels of staff commitment to individual projects or to the organisation as a whole are considered to be indicators of an organisation’s success. Commitment, however, cannot be assumed. Rather, it requires continuing, credible, and confident actions that gain employees’ trust and support. Although there is no single way of gaining commitment, there are some key considerations...
1. Be clear about what is required.
There are many examples in history of the lengths people are prepared to go in support of causes to which they are committed. You can’t expect your employees to be committed to something that they, and perhaps you, don’t understand. So before your staff commit their time and resources, they have every right to know exactly what it is they are letting themselves in for. And, of course, any confusion you have will soon be communicated to employees; so be clear about what you want.
2. Focus on action goals.
Assemble those employees whose commitment you are seeking; explain the situation as you see it; and describe the outcome/s envisaged. Explain any short-term goals and the specific actions needed for their achievement. Outline the benefits (what’s in it for them) to be derived from successful accomplishment of those goals. The noblest dream and the most appealing strategy are worthless until those involved make a commitment to achieve their objectives.
3. Adopt a problem-solving approach.
Use group facilitation skills (a force-field analysis, perhaps) to identify blockages preventing achievement of goals. Involve employees in planning for the elimination or reduction of those blockages. Allocate responsibilities for agreed actions and confirm individual commitment. Document all actions agreed on and circulate them to everyone involved.
