How to boost commitment in teams: 5 effective strategies

On many occasions, there is the idea that the employees of any organization will work better or worse depending on the salary they receive. The belief is that the more money they make, the better they will perform.

It has long been known that this is not the case. Although the salary received is an important variable to take into account, there are multiple variables of a psychological nature that have a notorious influence. in the performance of employees, including their well-being at work, the degree of satisfaction with the organization and the commitment they feel for the company. same.

Next we will explore why and how to promote commitment in the teams of any organization.

• Related article: "Psychology of work and organizations: a profession with a future"

How to enhance commitment in teams?

It has long been known that salary is not everything in organizations. Naturally, money is something that should not be neglected in any company, because after all, people work to obtain it. Nevertheless,

what makes us work worse or better is not how much money we receive, that too, but other variables of a psychological nature such as work well-being, job satisfaction, stress, burnout syndrome and, among many others, the degree of commitment and involvement with the company.

Managers and entrepreneurs are often concerned about the degree of commitment of their employees to the company and their colleagues. Many want to know how to promote it in teams, since it is known that a greater degree of involvement in the company not only contributes to a more relaxed and relaxed work environment, without conflicts or arguments between employees, but also translates into greater productivity.

At the same time, when workers are involved in a project their degree of job satisfaction increases, which motivates them even more to work better and with more care. What we do with our own hands, time and effort acquires a greater personal value, with emotional involvement and reinforces our sense of self-efficacy. We all value a project or goal much more if we have participated in its creation and it is successful.

• You may be interested: "The 7 functions and roles of company psychologists"

Why build employee engagement?

There are several benefits of having employees committed to both their work groups and the company. Some of them we have already introduced in the previous section, but here we highlight their importance. Among the main reasons for increasing commitment among workers, the following stand out.

1. Higher productivity

Several investigations indicate that in those companies in which the workers are committed to the organization become twice as productive than those who don't.

• Related article: "How to be more productive? 12 tips to perform more"

2. Greater customer satisfaction

Employees committed to the company strive to provide better customer service. Thanks to this, the customer leaves happy and is more likely to recommend the company to their acquaintances.

3. More stability in the template

In companies whose workers have a high commitment to the work groups present a 40% lower turnover rate in your payroll.

• You may be interested: "Business communication: types, characteristics and common mistakes"

4. Lower absenteeism

Work environments that generate commitment offer a climate of calm and trust that reduces levels of stress and absenteeism among workers. A worker committed to his colleagues and who feels comfortable when he is with them is an employee less likely to be absent from his job, for whatever reason.

5. fewer conflicts

When there is commitment between work teams, it is less likely that there will be discussions between its members. An employee committed to the organization You will be less likely to generate problems or conflicts with your colleagues and those in charge.

• Related article: "The 11 Types of Conflict (and How to Resolve Them)"

How to generate commitment in our team?

There are several strategies that can be used to enhance commitment in work teams.

1. Apply leadership adapted to the situation

The situational leadership theory defends the idea that there is no leadership style that works for absolutely all situations., but you must choose the type of leadership that best suits the situation. In teams where there is still a clear lack of commitment and motivation, the most recommended style is the democratic or participatory, one in which two-way communication is established between the leader and his collaborators.

• You may be interested: "Types of Leadership: The 5 most common types of leader"

2. Involve employees in goal setting

Involving the team in defining its objectives will contribute to a greater commitment. The idea is that a consensus is reached, it is decided what objectives are to be achieved and that all members feel comfortable with their achievement. If the goal to be achieved is truly desired by each member of the group, they will be more likely to collaborate with each other and generate greater commitment.

3. Create a joint action plan

Once the objectives to be achieved have been defined, it is highly recommended create an action plan together instead of having the leader say what the rest has to do.

The creation of this joint plan can be done with a group session where you brainstorm, assess their plausibility, select the best options and finally decide what to do, how and when do it. When the rest of the team is involved in processes like this, their level of commitment increases enormously.

4. Give feedback constructively

Positive feedback should be given to the team. This should not only be done when the annual or periodic evaluation is done to see if the objectives have been achieved or not, but rather frequently to motivate the team and make them see that their work and performance matter to us and that we know it assess.

Communication within a team is very important, and should never be neglected. Constructive and clear feedback must be given, both on what is being done well and what needs to be improved, without using bad words and reproaching that something did not turn out as expected. Achievements are congratulated in public, criticism and objections are better done in private.

This feedback is easier to do than it seems. Simply by saying “thank you” when an employee does a good job, acknowledging his work and rewarding him with a small gift can be seen as a great gesture. The reward should be tailored according to the person, the degree of effort invested and, of course, the result.

5. Promote training, group workshops, short courses...

One of the moments in which the community of employees is most unified is when they do something together, of a playful, entertaining nature but, at the same time, educational. Group classes, meditation sessions or exercises can make the workplace much more energetic and foster an air of camaraderie which will undoubtedly enhance the commitment among workers.