{"id":785,"date":"2007-09-18T01:00:32","date_gmt":"2007-09-18T09:00:32","guid":{"rendered":"https:\/\/systematichr.com\/?p=785"},"modified":"2007-09-18T01:01:22","modified_gmt":"2007-09-18T09:01:22","slug":"what%e2%80%99s-the-difference-between-employee-engagement-and-commitment","status":"publish","type":"post","link":"https:\/\/systematichr.com\/?p=785","title":{"rendered":"What\u2019s the Difference Between Employee Engagement and Commitment?"},"content":{"rendered":"

Thanks to Terry<\/a> for pointing me to an article<\/a> Regina Miller wrote.\u00a0 In it, Regina speculates at the different definitions of commitment versus engagement.\u00a0 It seems that the world has been caught up by this employee engagement fanaticism, in the process discarding the old world employee commitment paradigms.\u00a0 While it\u2019s entirely possible that they are different terms for the same thing, Regina speculates they may not be.<\/p>\n

According to Towers-Perrin-ISR, \u201cthe level of commitment that employees have to their company is a key driver of its financial performance. Committed employees are prepared to go the extra mile for their employer and to exert the maximum effort in their work for the benefit of the organisation as a whole. Commitment is measured by whether employees intend to stay.\u201d<\/p>\n

Patricia Soldati of the Management Issues Blog writes, \u201cThe Conference Board defines employee engagement as a heightened emotional connection that an employee feels for his or her organisation, that influences him or her to exert greater discretionary effort to his or her work”.<\/p>\n

Is engagement the preferred state of a younger workforce? Do people so young want to commit?\u00a0 Companies may decide based on current workforce demographics that they will expect turnover and will provide employees with the best working environment (engagement) to get the careers kick-started. This kind of employee “contract” generates a different kind of engagement. Companies just build this philosophy into business plans and have quite a different kind of company culture and employer brand.\u00a0 ((Miller, Regina, July 9, 2007.\u00a0 \u201cEngagement, Commitment and the Employer Brand.\u201d\u00a0 Times Ascent.\u00a0 Retrieved from http:\/\/www.timesascent.in on July 16, 2007.))<\/p><\/blockquote>\n

As we talk about Milennials and the differences in the work preferences in upcoming generations of workers, Regina brings up a very interesting point.\u00a0 Is it possible that younger workers see no need to commit to an employer, seeing them only as stepping stones to the next, better job?\u00a0 Is it possible that when we talk about providing great work environments and exciting work to engage employees, that we are doing just that at the expense of creating commitment to the organization?<\/p>\n

I\u2019d suggest that there is definite plausibility here.\u00a0 We\u2019ve certainly noted that younger generations of workers have no problem with employer transience, but we\u2019ve also noted that there isn\u2019t necessarily any diminishing of drive and desire.\u00a0 We simply need to realize that perhaps we\u2019ve engaged our employees to the work, but not to the organization.\u00a0 As the world struggles with talent \u201cshortages\u201d we can pick our tactics and decide to engage the workforce, but realizing that the strong employer brand acts upon employee commitment will continue to be a critical element in our ability to retain and develop our workforces.<\/p>\n","protected":false},"excerpt":{"rendered":"

Thanks to Terry for pointing me to an article Regina Miller wrote.\u00a0 In it, Regina speculates at the different definitions of commitment versus engagement.\u00a0 It seems that the world has been caught up by this employee engagement fanaticism, in the…<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_coblocks_attr":"","_coblocks_dimensions":"","_coblocks_responsive_height":"","_coblocks_accordion_ie_support":"","footnotes":""},"categories":[10,8,16],"tags":[],"class_list":["post-785","post","type-post","status-publish","format-standard","hentry","category-engagement","category-strategies","category-workforce-planning"],"_links":{"self":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/785","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=785"}],"version-history":[{"count":0,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/785\/revisions"}],"wp:attachment":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=785"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=785"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=785"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}