Commitment and performance are two essential and interconnected components of the success of an organization. In this article, we are going to explore in depth how a company's organizational model can influence the harmony between these two essential elements. First of all, we will see how commitment and performance are the pillars of a company's success, we will ask ourselves about the organizational aspects that can impact them and finally, you will discover how to assess the positive consequences of the organizational system on the commitment and performance of employees.
How are commitment and performance the pillars of a company's success?
Commitment and performance: definitions
The commitment of an employee refers to the degree of emotional and intellectual involvement and attachment to the company and the tasks assigned to it.
Performance measures how employees contribute to the achievement of company goals.
Two factors essential to the success of an organization
These two concepts are crucial to the success of a business: committed and efficient employees are generally correlated with increased productivity, better quality work, and high staff retention.
A company that makes every effort to encourage commitment and performance is also more conducive to innovation, creativity or even to sustainability. These assets can offer it a significant competitive advantage compared to other organizations.
What organizational aspects can play a role in engagement and performance?
Different organizational aspects of a company can have an impact on the commitment and performance of employees. Here are a few examples.
Organizational structure
The structure of an organization defines how tasks are distributed, as well as the hierarchical relationships between employees.
Traditional hierarchies are very vertical and are often accompanied by authoritarian management. In recent years, many companies have preferred to opt for more horizontal hierarchies, which promote collaboration between employees through more and richer exchanges. More flexible, they allow rapid adaptations, which positively influences the commitment and performance of employees.
Google is a well-known example of a company that has opted for a horizontal organization, promoting constant communication and innovation.
The culture
La corporate culture encompasses their values, beliefs, and vision. It can have a profound influence on employee engagement: if employees adhere to the values and purpose of the company, they can more easily develop a sense of belonging and identification. This can boost individual and collective performance.
For employees to be able to fully identify with their company culture, it is important to consult them regularly to understand what makes sense for them and the projects they want to get involved in.
Internal communication
One good internal communication allows employees to better understand the goals of their company. For managers, it is also a way of showing employees that they have confidence in themselves.
Continuous and transparent communication can be implemented through regular meetings or collaborative tools. Companies such as Slack or Microsoft Teams make it possible to facilitate exchanges in real time.
A positive work environment
Working conditions also play a key role in the commitment and performance of employees. It is therefore important to create a positive work environment, which includes recognition of their work, support and flexibility if they need it.
Creating an atmosphere in which employees feel valued and encouraged stimulates their desire to be fully involved in their organization and to give the best of themselves in their daily tasks.
Continuing education and personal development
Offering training to employees allows both to develop their skills and to be more efficient, but also to offer them opportunities for development throughout their career. Investing in the personal development of employees demonstrates the company's commitment to them. This can have a positive impact on individual and collective performance.
Change management
Finally, to be successful in the long term, a company must be able to manage changes properly. This involves clear communication, adequate support and transparent event management.
If the company does not support its employees well enough, it may face resistance from them. This can hinder engagement, hinder creativity and innovation, and therefore negatively impact performance.
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How to measure the impact of the organizational on performance?
If you are considering organizational changes in your company in order to improve the engagement and performance of your employees, it is important to be able to measure the impact of your actions. Here are a few examples of methods to help you.
Surveys and polls
First of all, you can conduct surveys or employee surveys, before and after implementing your actions.
It is possible to carry out a quantitative survey, by means of a questionnaire sent to a representative group or to all employees. It may include questions relating to organizational aspects, corporate culture, communication, satisfaction, working conditions, etc. To be reliable, the questionnaire must be anonymous so that everyone can express themselves freely.
It is also possible to conduct a more qualitative survey by conducting more in-depth interviews with certain employees. It is important that the overall atmosphere is friendly so that interviewees can develop their thoughts without fear.
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Analysis of key figures
Some indicators that are easy to calculate make it possible to assess employee commitment. This is for example the case of the retention rate or the absenteeism rate : they tend to drop naturally when engagement increases.
Monitoring individual and collective performances
Finally, it is possible to continuously monitor the individual and collective performance of employees in order to obtain a detailed vision of progress. This requires choosing objective data to assess these improvements: achievement of objectives, success of projects, skills development, etc.
Employee engagement and performance are essential elements in ensuring the longevity and prosperity of a company. The organizational model plays an important role in both aspects and should therefore not be underestimated. It is essential to take an interest in the structure of the company, its culture, the way in which it communicates internally, the work environment it offers, continuing education and change management. Remember to regularly monitor certain engagement and performance indicators to ensure that the actions implemented within your structure are actually beneficial.
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