One of the major outcomes of a recent Watson Wyatt Survey, WorkUSA 2000, was the identification of seven key factors that drive employee commitment. The top rated factors were all quite similar in ranking, but together the list provides a useful list to consider in any company's efforts to improve worker commitment.
Trust and Skills come out on top
Employees rated trust in senior leadership and the chance to use their skills on the job as the two most important drivers of employee commitment, followed by job security and receiving a competitive compensation package.
Key Drivers of Employee Commitment (percent impact of each factor)
| Trust in senior leadership | 14% |
| Chance to use skills on the job | 14% |
| Job security | 11% |
| Competitiveness of rewards | 11% |
| Quality of company?s products/services | 10% |
| Absence of work-related stress | 7% |
| Honesty and integrity of company?s business conduct | 7% |
| All other factors | 26% |
"Employee commitment used to equate with old-fashioned loyalty to a career employer," observed Pfau. "But today?s mobile workers look for an employer of choice ? one they can be proud to work for and whose leadership they trust. This sense of trust in senior leadership is really a key factor in commitment ? which is a key factor in creating economic value for the organization."
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