Jim's Blog

Employee Engagement That Increases Commitment

November 2016

If you're like me, you keep wondering why "employee engagement" seems to suddenly be the hot topic. I kind of figured it was always important.

The one thing that’s challenging is that every person has a different need for achievement and measures success in different ways. Understanding these needs is important for developing individual and collective engagement strategies.

Here are three engagement ideas for building a commitment to achievement that reduces anxiety and increases employees’ willingness to seek out difficult work:

  1. Ensure people value the opportunity. Commitment to action is affected by rewards and incentives that people value.
  2. Apply pressure. Properly placed leadership pressure is a performance influencer. Be careful, though; excessive pressure is dysfunctional.
  3. Appreciate the variety of cultures involved. People from different national and ethnic cultures often approach situations in different ways, with varied approaches and beliefs. You have to appreciate individual differences while maintaining an appreciation for the collective culture.

People constantly wrestle with dynamic information flow, constrained timelines, and consequences that are often local, but may also be regional or global.

By engaging employees via a culture of commitment, we can be leaders that set the stage for sustained success.

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About Jim Hill

Jim is the founder and CEO of Organizational Performance Systems.

Previously, Jim was a Marine Corps officer and an executive with Sun Microsystems. He is a past president of the International Society for Performance Improvement (ISPI).

He holds degrees from The Ohio State University, Webster University, and Averett College, and he received his doctorate in human and organizational performance from the University of Southern California.

His book, Giving Away Power, was published in 2013.

He is the 2016 recipient of ISPI’s Distinguished Service Award.

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