Commitment of employees: A Gold mine or a mine field?

thumbs up together

In today’s environment, change is one of the only things that is guaranteed and it can be easy to get lost in the shuffle of where you, as a business leader, should focus your time and energy.

As business leaders embrace market opportunities to stay competitive in their field and provide excellent customer service, it is apparent that investing time in your teams is an intelligent place to start.

Research studies over decades has highlighted the strong correlation between an engaged workforce and business outcomes. According  to a Gallup study, only 15 percent of employees worldwide fall in the “engaged” category. (


Considering the impact that an engaged workforce has on a company’s growth, prosperity and sustainability, it would be intelligible to equip yourselves to take the game of business to the highest level possible aligned with your purpose and vision.


Employee commitment is a significant contributor and a key business driver essential for a prosperous and sustainable business. The field concerning the stimulation of commitment from employees is often seen as a mine field, mainly attributed to an absence of the specific knowledge, skills and practical methodologies in that field. It is however an exciting opportunity to explore on a deeper level when it is approached as a gold mine which produces wealth through the exploration process.


A highly recommended starting point to explore the commitment of employees as a gold mine is to ask yourselves the following questions:

  1. If you would write down your business vision today, what percentage of your team would be exceptionally committed to walk the extra mile based on their connection with the vision?
  2. If you were asked the same question 12 months ago, would your answer be the same? Why or Why not?
  3. What kind of impact could they make on your business, their lives and your life in the next 12 months?


Considering the above, the following points will assist you for an initial examining of the connection your team have with your vision that would stimulate a higher level of commitment. There are essentially seven major components of human need – “ Vision” speaks to them.

You are encouraged to take a deep assessment on each of these questions to ascertain what specific areas need more attention that should be prioritised and taken care off.


  1. Belonging– People want to belong, does your vision give people a sense of belonging?
  2. Identity– Does your vision give people a sense of identity? Do they resonate with being a member of your organisation? You can hear it in people’s voices. You can hear it in their enthusiasm. You hear it in the sound of their soul.
  3. Security– People respond to something that will give them perceived security.
  4. Self-worth– People respond to something that calls for their dignity and self-worth.
  5. Discovery and adventure– Does your vision have discovery and adventure in it? Does it speak to people’s adventurous needs?
  6. Self-interest- such as pride and power (this is not a Godly motivation). How to communicate?
  7. A love for truth– ( This is a more Godly motivation) “Everyone that loves the light comes to the light.”


The following tips are helpful to stimulate commitment from your team:


  1. Impart your vision and keep it alive in the hearts of people. The vision must appeal to some part of man that is worthy and innate. Ultimately money and material gain will not motivate a healthy person.
  2. Break the vision down and make it totally personal to the people. Make them understand what they are called to do.
  3. Recognise the enemies of the vision and keep them away from the people. Examples of enemies might be sarcasm and misplaced humor. Are you communicating your vision effectively and guarding your people from the enemies? It is very important to be clear on how you and your team are sidetracked from the vision.
  4. People catch what you are, not what you preach. You must integrate, to a high degree, the vision you preach for it to have the power to motivate people. You are the message. Your job as a leader is to find “What shall I cry out”. Visions make a sound in the spirit.
  5. The structure and job descriptions of your key people must include the constant responsibility to keep the vision in front of the people.
  6. Are you sharing your vision with people who can clearly hear you? If not. Why not? If they demonstrate that they can hear, offer more time to hear. Invite them to get more deeply involved.


In conclusion, the following quotes could be your guiding lights as reminders about the power of vision in your business and life:


  • “Where there is no vision, the people perish”:- Proverbs 29:18
  • “ A vision is not just a picture of what could be; it is an appeal to our better selves, a call to become something more”:- Rosabeth Moss Kantor


Francois J Lubbe, ActionCOACH Business Coach