Commitment of employees

Very recently Blessing White Consulting published a landmark study on The State Employee Commitment based on the results of research done in the United States, United Kingdom (and Ireland) and Asia. Committed employees are in high spirits and use their talents and efforts to make a difference for their companies.

In the US, fewer than one in three (29%) of employees are fully committed and 19% are actually disengaged. The company also found a strong correlation between engagement and retention. A significant portion of 85% of committed employees expect to stay in the company where they work, in 2008. Moreover, the study reports that employees remain committed in terms of what they can contribute (they like what they do), while disengaged employees remain in terms of what they can get (job security, favorable employment conditions and growth opportunities).

The picture in the UK and Ireland is slightly worse: fewer than one in four employees (23%) is fully committed and almost the same number of employees is uncompromised. Also committed fewer workers (only 76%) expect to remain in their companies in 2008. In this region, the most common factor influencing job satisfaction are more opportunities to do what I like most.

In the region of Asia, the results vary widely; workers of India recorded the highest commitment percentage (34%) and the Chinese the lowest commitment (only 10%). The Southeast Asian labor forces have similar numbers to the forces of Europe, Australia and New Zealand with only 25% of fully engaged employees (visit www.blessingwhite.com/EEE_report.asap; unfortunately the survey did not cover Latin America) .

In proportion contrary, the information coming from many regions show that more than 70% of employees are not fully committed. This number puts these regions in a high turnover situation and the companies in complicated situation in order to achieve positive results.

Other data obtained from the study revealed that the most vulnerable sectors are Technology, Communications / Media, Retail, Hospitality and Tourism, and Medical Assistance. If companies do not take immediate steps to commit these workers (to the extent that the economy of certain countries grow back), they are victims of a high rate of turnover, especially with regard to the frame of younger employees.

Copyright 2001 by The Herman Group.
Reproduction is permitted provided that the source is acknowledged with.
Articles Roger Herman and Joyce Gioya, Business Futurists and associated consultants TDC Professional Training.
To subscribe or unsubscribe Trend Alert Report, send email to tdc@tdccap.com.br, or visit our website www.tdccap.com.br.
This service is public and free. Send your suggestions and comments to tdc@tdccap.com.br

Published on 06/08/2008.