What do you think is the percentage of employees currently committed and dedicated to their organization?
How would you react if I told you that this figure is 17%?
According to Eezy Flow's employee experience study in Finland in 2024, only 17% of the workforce were strongly dedicated in 2023. Engagement comprises four dimensions, as outlined in the report:
· Perception of how useful an employee feels within the organization
· Perception of commitment to teamwork and collaborative efforts
· Willingness to recommend the employer
· Perception that the organization's values and goals are worth pursuing
Dedicated employees are not just enthusiastic themselves; they also inspire others. They share expertise within their community and are willing to assist their colleagues. Naturally, dedicated employees provide positive feedback in employee experience surveys, which reflects positively on customer experience, organizational efficiency, and overall workplace atmosphere. Dedicated employees are also more adaptable to change and tend to be more innovative than their less committed counterparts.
This phenomenon operates on multiple levels:
At the organizational or unit level, goals and visions must be clear, transparent, and effectively communicated so that employees can truly embrace them. What strategic competencies will our organization need in the future to realize its vision? What is the culture we want to foster and lead by example? The most optimal is, if the organization's values are evident in day-to-day practices, demonstrated through concrete actions by leaders.
Introducing a new and intriguing term that fits well at both the organizational and team levels, I want to highlight the concept of "employee understanding." Employee understanding refers to an individualized approach to understanding the motivational, well-being, and commitment factors within the organization. (Panu Luukka, Tulevaisuuskyvykäs organisaatio, 2024, s 38).
At the team level, clarity in roles, responsibilities, and objectives is crucial. Leaders must be aware of their team members' motivational factors, future aspirations, and current work-life situations to smoothly steer them towards shared goals.
At the individual level, dedication is influenced by a personal sense of how one's skills are valued, how they can be developed in their current role, and the extent to which an employee can leverage their strengths. Sometimes, this means transitioning to different job tasks; other times, it involves deepening expertise in one's current role. Instead of asking, "Where do you see yourself in 3 years?" could we perhaps ask, "What skill/expertise/competency would you like to learn next?" This might make it a bit easier to construct a career path toward that goal.
Getting one level in order is a good start, but that alone may not get us across the finish line. Attention to all levels should be on the management's agenda, whether the goal is to improve the employee experience, implement major or minor changes, or foster innovation within the organization. Want to discuss and know more?
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