Organizational Commitment and Future Plans
Posted on August 3, 2012 by TNS Consulting Team (via Scott Spayd)
The level of commitment employees have toward their organization has an impact on the intentions of the employee. Will the employee feel loyalty to the organization or not? This loyalty may influence whether or not an employee wishes to stay at an organization or move on.
Why is organizational commitment so important for organizations? When you consider the cost of replacing an employee, it is easy to understand why retaining top talent should be of utmost value to organizations. I always think about the amount of training and human resource costs that an organization has to undertake when I begin a new job.
Our current economic status has placed us all in a difficult employment era. The lines between staying at an organization as a result of commitment and staying because there are no other options have crossed over the years. Even an employee that feels no loyalty or connection to his or her organization may end up staying because there simply are not other options for employment.
Naturally, we want employees that want to stay at the organization. The last thing any organization wants is to invest in a new employee only to have them leave a few months later and have to start the recruiting, training, etc. process all over again.
Our 2011 global panel study revealed that 67% of employees reported feeling confident that they would remain employed with their organization for another year. This statistic is more than half of participants, which demonstrates that a good majority of employees do intend to stay at their organizations at least in the short-term.
Does you organization discuss your future? Are you committed to your organization?