Organizations can ensure that their employees are committed to changes in the workplace by assigning the right people and resources to signal that change is essential. These people can also help answer questions and gather information about how employees are coping with the change. Effective organizational change can be the result of employee feedback: your employees are a gold mine of information. Don't just ask for feedback once a year; make sure that the exchange of information is frequent and let your employees know that their opinions are always welcome.
Your peace of mind will create a positive cycle of feedback, revisions, changes, implementation, and additional feedback. It's important to remember that feedback during the change is essential, since you need to know how your employees are adapting and how you can help them accept the change. When an employee is engaged, they are much less likely to consider themselves sick than their co-workers. That's because they're more likely to enjoy coming to work, completing tasks, achieving goals, and being a valued member of the team. Given the increasingly competitive nature of organizations, this is key for companies to retain their best talent. The central objective here is to improve the effectiveness of an organization and its ability to compete in its industry.
Defining clear roles for all the employees involved allows each person to understand their level of responsibility and who is responsible for facilitating communication throughout the change process. A study conducted by Dirani and Kuchinke (201) indicated a strong correlation between work commitment and job satisfaction and found that satisfaction is a reliable indication of commitment. Executives and those responsible for leading change cannot take for granted that employees understand the reasoning behind them. Throughout the change initiative, take the time needed to schedule meetings with employees to openly discuss the process. Make sure you offer internal promotion opportunities and sufficient training and development to help employees reach the next stage of their career. A good starting point would be to conduct a survey to gather feedback directly from employees on how they think well-being at work could be improved.
The employee compares costs, such as accumulating pensions and friendships with co-workers, with the benefits of leaving. Organizational commitment helps organizations to perform better and achieve their objectives because their employees feel connected to the organization, are more productive and are more dedicated to their work. Stress can cause a decline in performance, productivity and satisfaction, and an increase in the likelihood that the employee will leave the organization. In a Payscale survey, a quarter of respondents indicated that higher salaries were the main reason they sought employment outside their current organization. Celebrate successes or work done with the old system to help employees feel appreciated and encouraged to take on the next challenge.