Commitment to work: what is it and how do we foster it?

The commitment to work with a company is the employee’s emotional bond with the company that retains and involves them in the job instead of leaving for a competitor. 

As you can imagine, this is one of the most important areas that HR managers must learn to strengthen. To do so, they can count on advice tailored to their staff’s needs through the emotional well-being program for companies developed by ifeel’s team of psychologists. 

What is the commitment to work for a company?

The commitment to work is an emotional bond between the employee and the company. This bond makes the employee have the intention, desire, or interest (not so much the need) to extend the employment contract with certain involvement. That is to say, to ensure that the project it represents is not interrupted and continues to exist, at least for some time.

The commitment to work with a company can have different stages, different terms, it doesn’t have to be strict. In fact, as employees we can commit to our company at different stages: to do some tasks and not others, to achieve some results but not others, to extend the contractual relationship until a certain date but not necessarily beyond, for example. 

commitment to work

However, the commitment to work for the company can be broader, indefinite, or unconditional, although this is more uncommon. It is not usually given in such emphatic terms unless the employee’s experience as an employee is excellent, there are no better alternatives in competing companies, or they have no choice but to “commit” to their company because they desperately need to continue working there. The latter is unlikely to be admitted by the employee during performance review interviews. 

To make an employee commit means involving them, generating interest in them, engaging them in the task, showing them that they have an important role in solving the company’s needs. 

When an employee is highly committed to their company, they don’t feel that they can’t leave because they need to stay, but rather because they don’t want to leave, that now is not the right time, that it’s not in the best interest of either side for that to happen

This does not always mean a great affection for the company (“I love it here and I want to continue to be involved to the fullest”). It is enough that there is a strategic interest in being part of it: ” whether I like working here or not, I will continue because it is not convenient for me to leave right now, so I will continue to get involved so that when the time comes it will be easier to leave“. Both options are legitimate and, despite their differences, both indicate a high level of work commitment.

Although it may seem very abstract, even sentimental, those responsible for managing human capital must learn to identify when employees’ commitment to the company is declining and how they can strengthen it. If they do not know the best way to do this, they can always rely on emotional well-being programs for companies such as the one offered by ifeel to its partners, which is already delivering significant results by improving the work environment. 

A high level of commitment to work in the company has a positive impact on employee performance. As a result, it is more likely to improve in quantity, i.e., to be more productive, and in quality, i.e., to improve performance. 

In addition, commitment to work is closely linked to the sense of belonging to the company, being part of a project to which one can (and wishes to) contribute in an active and meaningful way. An employee can’t experience commitment to their company but not work most efficiently because their commitment makes them feel that they owe the company a high standard of work and dedication.

commitment to work

Learning how to encourage commitment to the company

Getting the different elements that influence the management of human capital right isn’t easy, particularly when it comes to boosting employees’ commitment to the company. The most suited professionals to advise companies on these issues are psychologists, for example through specific emotional well-being programs for companies such as the one offered by ifeel to its collaborating companies, which is significantly improving their productivity.

This program aims to help companies put the care of their employees’ psychological well-being at the core of their corporate culture and strategy to boost productivity sustainably, avoiding major risks to the work environment and employees’ commitment to the organization.

Thanks to this partnership, HR managers can receive personalized, data-driven advice on the main risk factors for the proper management of human capital

Additionally, ifeel‘s emotional well-being program for companies offers employees a mental health care service structured at different levels according to their needs. They can access different mental health care tools with ifeel‘s app. They can also receive emotional support through a chat with one of the licensed psychologists on our platform. If additional help is needed, they can access the third level of the program: online psychological therapy with a psychologist who specializes in cases such as theirs. 

Get in touch today and request more information about our emotional well-being program for companies. It will help you improve your employees’ commitment to your company. 

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