How to Get Better Employee Commitment

Lack of Employee Commitment Is a Problem
Recent studies show that, across much of corporate America, 70% of employees are complacent or actively disengaged at work. This lack of commitment to their jobs costs dearly. In fact, employee disengagement is responsible for the loss to US businesses of over $270 billion dollars a year. What can be done to get better employee commitment?

Many believe that if meaningful employee engagement actions are not taken, the lack of employee commitment is the single greatest business challenge that organizations face today.

What Employee Commitment Really Looks Like
It’s tempting to assume that long hours and low turnover signal a committed workforce. But organizational culture assessment data tells a different story. Many employees stay late not out of passion or purpose but out of pressure, habit, or a belief that they have no better options. Hours alone are a poor proxy for genuine engagement.

Real commitment looks and feels different. It’s the kind of discretionary effort that emerges when people believe deeply in the work and trust the organization they serve. Think back to the medical workers and first responders during the COVID pandemic. Their dedication wasn’t about clocking in. They showed up with resolve, took on extraordinary risk, and consistently went beyond the call of duty. That level of commitment doesn’t come from obligation — it comes from purpose, meaning, and a profound belief in the impact of their work.

That’s the difference leaders need to understand. Commitment isn’t measured by time spent; it’s measured by the energy, ownership, and heart people bring to the work itself.

How to Get Employee Commitment
If you want employees to understand what commitment actually looks like in your environment, give them a concrete benchmark rather than vague expectations. One effective approach is to introduce the “commitment continuum” — a simple framework that translates commitment into observable behaviors. It works because it removes ambiguity and helps people see precisely where they stand and what “better” looks like.

Drawing on insights from our microlearning experts and consultant Chris Lytle, here’s how each level on the continuum comes to life:

• Level 1: Noncompliance
  Hopes it does not happen. Employees think they can’t or won’t be fired, or that “it’s no big deal” if they are.  This can be implicit or explicit.
• Level 2: Grudging Compliance
  Would like it to happen. Will go along if it’s no extra trouble. Won’t volunteer extra effort.
• Level 3: Genuine Compliance
  Wants it to happen. But if it’s not good enough, it’s not their fault. Employees think they are doing the best they can.
• Level 4: Responsibility
  Needs it to happen. Is conscientious. Will go the extra mile unless it’s beyond their control.
• Level 5: Commitment
  Will make it happen. Creates the needed structure. Owns it. Accountable. No excuses!

When faced with the need to get employee commitment, share these descriptions, and ask, “Where do you think you fit on this continuum?” There’s no guarantee that employees will see themselves where you see them. But at least now you have a constructive way to openly discuss and manage any perception gaps. 

As an example, you might say, “You believe you’re highly committed, but when I asked you to get feedback from the entire executive team on the last project’s strengths and weaknesses, you only came back with feedback from 50 percent. You said you had trouble getting on their calendars even after you left multiple messages. But a truly committed employee would have kept after them or asked for help until they got everyone’s feedback. See the difference?”

The Bottom Line
Leaders can only hit ambitious targets when employees bring their full effort and focus. The starting point is absolute clarity — defining the specific behaviors you expect on the job so people know exactly what “committed” looks like and how their actions drive results.

To learn more about how to get better employee commitment, download Tips to Increase Employee Engagement through Communication