Employee Commitment: The Key to Retention
The Decline of Employee Engagement
For years, employee commitment has been on the decline. This trend is often attributed to the employees themselves. However, a lack of motivation primarily reflects poor leadership.
What Needs to Change?
At the beginning of the year, ask yourself: What will you offer your employees in 2017 to ensure they stay with you in 2018? It’s an unusual question; traditionally, it was asked the other way around. But times have changed—companies now compete for employees.
Surveys show there is significant room for improvement. The annual Gallup study consistently reports declining employee engagement—a troubling sign. However, in 2016, another study provided even more alarming insights.
Young Professionals: A Generation Ready to Leave
The Young Professional Barometer by trendence, Germany’s largest study of its kind with 10,000 respondents across industries, highlights widespread dissatisfaction among young employees.
Key Findings:
9 out of 10 young professionals are open to a new job.
The top reason for leaving is dissatisfaction with leadership.
Poor morale is a consequence of poor leadership. This is a challenge we must address.
Employee Retention in 2017: A Leadership Priority
The same study reveals no shortage of job opportunities for those looking to switch. If we want to celebrate our top young talents at the next Christmas party, 2017 must be the year of employee retention.
The Core Question:
What hinders motivation, and how can we increase it?
Responsibility: The New Incentive
Many companies instinctively rely on monetary incentives to retain employees. Yet, surveys have shown for years that financial rewards rank low as motivators.
The War for Talent Is Emotional
Employee retention is not about numbers—it’s about relationship management. The startup boom has shown that employees are highly motivated when they believe in a shared mission. People want:
To feel connected to their company.
To be part of something bigger.
Freedom to focus on what matters to them.
Empowerment Over Control
Employees need leadership that offers freedom and opportunities for growth, not micromanagement.
What Defines Modern Leadership?
Opportunities and development over instructions and control.
A leadership style that feels like freedom, not authority.
A New Approach:
Rather than offering more money, offer more responsibility.
Responsibility is both the promise and the framework of freedom.
Leadership is Relationship Management
Discussions about Generations Y and Z often focus on their unique expectations. However, young employees don’t see themselves in isolation—they view themselves as part of a collective workplace culture.
The Key Questions:
Who are we leading?
How will we work together in the future?
Both aspects are evolving, and addressing them together is essential.
The Workplace as a Democracy Lab
Many employees now prefer collaborative, team-oriented work environments. They expect workplaces where:
Collaboration is valued over hierarchy.
Teams include customers and external partners.
They have real responsibilities within a flexible framework.
Trust and autonomy are essential. Employees must have the freedom to make decisions within their roles.
More Freedom for Everyone
The desire for responsibility is not limited to young generations. A study by the Zukunftsinstitut found that modern work expectations are deeply value-driven.
Key Insights:
Employees reject rigid structures where they merely follow instructions.
Work time is life time.
Relationships at work—team spirit, shared motivation, and responsibility—are key to retention.
The Future of Employee Retention
The Bottom Line:
If we want to improve employee retention in 2017, we must offer responsibility. This shift may seem daunting, but in reality, it benefits both employees and leadership.
More responsibility means more freedom—for everyone.
