Why do your employees work for you?

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Employee A: "I do it for the money." 

Employee B: "I do it because I have nothing else to do."

Employee C: "I love my work."

It seems conventional wisdom would tell you which employee type would generate the most results.

Yet, most managers forget about attracting the totally committed. "Most people work just to make a living," right? Not quite.

At the heart of human nature, we want something more. We don't play music for the money.

Nor do we run marathons, coach youth soccer, volunteer at a shelter, or read a novel.

We do stuff passionately because we enjoy them.

It's in the study.

Says a study on employee commitment:

Company leaders won't be surprised that employee engagement - the extent to which workers commit to something or someone in their organizations - influences performance and retention. But they may be surprised by how much engagement matters. Increased commitment can lead to a 57% improvement in discretionary effort - that is, employees' willingness to exceed duty's call. That greater effort produces, on average, a 20% individual performance improvement and an 87% reduction in the desire to pull up stakes, according to the Corporate Leadership Council, which surveyed more than 50,000 employees in more than 59 organizations worldwide.

If employees aren't totally committed to your organization, something's wrong. It could very well be a wrong fit, or you might not be communicating as effectively as you could be. Whatever it is, it's time to fix the problem quickly.

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Posted on June 24

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