Mobilising Commitment

If only . . . we could mobilise the commitment of our staff, in an environment of constant change and uncertainty.

The employment environment within industry and commerce has changed dramatically over recent decades. This was fuelled initially in the UK by the shift in power relationships between employers and trades unions, coupled with a range of deregulation policies aimed at creating a more competitive business environment.

The globalisation of the market place, accelerated by the introduction of the internet and related technologies, has continued this trend away from the relative certainties and assumptions of the past.

One result of the consequential "downsizing" and "outsourcing" of work has been the creation of a much less stable employment pattern for people. This, in turn, has meant that many individuals are becoming less committed to working for an individual employer throughout their careers and are more independently minded.

In these circumstances, winning the commitment of staff to the success of the organisation presents a much greater challenge for management than it might have done in the past.

Building commitment, within today's more transient and uncertain employment environment, can no longer be about seeking the unquestioning 'loyalty' of staff to a single company. Nor can it be bought through a reward strategy based solely upon pay and benefits. A new, more enlightened notion of commitment is required, which taps into the wealth of talent available within organisations and which seeks genuine 'win-win' outcomes for organisations and staff alike.

The commitment that organisations need today is the commitment of their staff to excellent performance.