Imagine you join a new team. You’re thrilled about the possibilities of your new work, the potential of future projects and working alongside other talented co-workers. But when you meet the team, several members are clearly not as committed to the work as you had hoped. Your excitement is met with their lackluster and disgruntled mindsets.
It’s easy to see in just this simple scenario that lack of commitment can wreak havoc on a culture. But what if a simple exercise could realign everyone toward the greater cause?
I’ve found that simply stating a commitment out loud can fundamentally change the mindsets, attitudes and ultimately the culture. The premise seems so simple, yet in the busyness of work and skipping the step of expressing commitment, that intention – if not spoken aloud – can erode over time.
Research supports this idea. First, let’s look at purpose-based businesses and what happens when they clearly state their values and commitment to their people. According to a 2019 study by Deloitte, these companies report 30 percent higher levels of innovation and 40 percent higher levels of workforce retention than their competitors.
But stating the commitment at the employee level is equally, if not just, as important. There’s been much debate about if sharing goals out loud actually helps a person achieve that goal. While that debate is still alive and well, I believe stating a commitment is critical to driving a cohesive culture.
Research out of The Ohio State University recently found that people tend to be more committed to their goals after they share them with someone who they see as “higher status,” or whose opinions they respect. In a work environment, I would argue sharing goals would automatically trigger more commitment.
The next time you really feel committed to an initiative, project or movement within your organization, try expressing your commitment to others. Use direct language like “I am committed to seeing this through until completion.” or “I am committed to this company and the direction its going.” As a team member, ask what others are committed to and see how you can support them.
In doing so, you trigger an opt-in moment for others to evaluate if they feel the same way. For those who do, they will work alongside you and strengthen their own commitment. And for those who don’t, they may take the opportunity to pivot to something they’re more passionate about.
Either way, it has a distinct and lasting impact on the culture that will drive collaboration and dedication.