Getting employee commitment for leaders

When you get employee commitment – rather than just compliance – it can mean that when the going gets tough, they’re much more likely to strive for success. Set the stage for a conversation about how an employee can get the job done by being clear about what’s expected of them, and how you’ll measure success. It’s also important to be specific about what support they can expect from you. Developing a plan for success together will also help support effective problem-solving for any issues that may come up along the way.

Supporting employees to arrive at their own solutions for how they’ll get the job done is a coaching approach. This helps nurture commitment rather than just compliance. Be patient, listen without judgement and let go of total control to see what emerges.

Ask questions to dig a little deeper, like…
How will this approach help you meet expectations?
Are there other options?
What can I do to support this approach?
How might this impact other people on the team?
If the employee is feeling emotional, frustrated or negative, try reframing the situation by focusing on strengths and solutions.

You could ask them…
What would success would look like? or
How have you coped with this challenge so far? or
Have you worked through a similar issue?

Once you’ve collaborated with an employee to help them commit to their own success, confirm the details of the plan in writing. Confirm again the support you’ll provide to them. Be clear about when you’ll check in to see how things are going and measure progress.