How do You Measure Commitment of Employees?
Richard M Halliburton, Member
: When the hard working productive employee leaves the company for a "better opportunity" what then? Very little of the human experience is ever so cut and dry; read:
Kumar, V., & Pansari, A. (2015, Summer). Measuring the benefits of employee engagement. MIT Sloan Management Review, 56(4), 67-72.
Mencl, J., & Lester, S. (2014, April 16). More alike than different what the generations value and how the values affect employee workplace perceptions. Journal of Leadership and Organizational Studies, 21(3), 257-272. doi:10.1177/154801814529825
Their research has much to say about measuring commitment
. Self-motivation is no easy mark of a committed soul, neither is personal dedication to do a "good job" or accomplish a task despite challenges. Employee Commitment is measured on many levels. One may perform well and yet leave the job if not satisfied; one may perform mediocre work and never leave; which one is committed. Neither? The one who stays? Perhaps Both! How then does one determine or define commitment? Determining employee commitment follows a multivariate approach
that includes employee satisfaction, perception, engagement, and loyalty to name a few important ones. Measuring these is not simply done by observation. Assessments, reviews, interactions, inquiries on many levels are necessary; or one might simply ask, but then that would mean survey. Trust is another form or level of employee commitment. If trust is present in the "committed" employee and with the employee, why not a survey? At least the trusted one's may tell the truth about what motivates them to remain on the job. Commitment to family or outside sources, dependent on a paycheck, does not a committed employee make.