One way that organization culture shapes results relates to employee (or team member) commitment. Research has shown that high levels of employee commitment, as measured by employee retention and whether the employee would recommend the company to a friend as a good place to work, are correlated with an increase in operating margins and net profits and that low levels of commitment are associated with a decrease in these indicators.
What factors impact team member engagement? These factors include:
1) Team members’ perceptions of the quality of leadership (the quality of the organizational vision and strategy, and the leader’s ability to inspire commitment to a larger worthy goal);
2) Opportunities for development;
3) Empowerment; and
4) People skills of the employee’s immediate supervisor.
This is consistent with the observation that, increasingly, people seek meaning and self-actualization in their work, and that that the quality of their interpersonal relations is important to their quality of work life.
Can we provide this kind of work environment for our team members? One of my coaching mentors likes to say that as coaches, we give to our clients most abundantly that which we hold for ourselves. Adapting this to the topic at hand, we might also observe that: As leaders, we give to our colleagues most abundantly, that which what we authentically give to ourselves.
1) Do you fully believe in the mission and vision of your organization? Do you feel you are making a contribution?
2) How self-actualizing are you within the context of our own role? Are you able to contribute to your fullest capability?
3) Are you very satisfied with the quality of our relationships and interactions with colleagues?
If the answer to all of these questions is yes: Fantastic! What are some of the ways you are shaping an environment in which your team members can be similarly inspired and engaged?
If the answer to any of these questions is no: What is missing and how can you add that missing piece or pieces into the equation for the benefit of both yourself and your organization?
The beauty of this approach is that it is a virtuous cycle. What you allow yourself, you can give to others; and what you give to others comes back in terms of increased satisfaction and higher quality of relationships.
In that spirit, may you enjoy and share these most important gifts of meaning, contribution and goodwill this holiday season and in the years to come!
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