The Twelve Factors of Employee Commitment

Employee Commitment

False expectations at the recruitment stage can be a key issue in staff engagement and retention. There are 12 key factors of employee commitment as great{with}talent director, Ron Eldridge, discusses.

Twelve Factors of Employee Commitment

False expectations, at the recruitment stage, are a key cause of early attrition, says Ron Eldridge. An honest debate around the 12 factors of employee commitment can increase the ‘likelihood of engagement’.

Organisations should use selection interviews to have an open and honest discussion with prospective employees to gauge how they feel about the following factors:

Salary and Rewards

The salary, benefits and other rewards available and how important it is that the candidate feels recognised by the organisation.

Career Progression

The availability of promotion opportunities, the clarity of career paths and the speed of promotion.

Personal Growth

The availability and quality of training and the commitment of the organisation to identify training needs and to provide appropriate support.


The physical and emotional impact of the job, including stress levels, and whether the candidate will be able to maintain a satisfactory work-life balance.


Relationships with colleagues and team members and whether there is a sense of community.

Job Satisfaction

The degree of intrinsic satisfaction that will be experienced at work, including the level of enjoyment of the job and whether it is perceived as meaningful.

Read What is an Employee Engagement Survey?

Organisational Confidence

Whether the candidate has confidence in the leadership of the organisation and the decisions made by senior managers.

Working Conditions

The physical and procedural work conditions, the comfort and safety of the workplace and the reliability of equipment.

Loyalty and Trust

Whether the organisation keeps the promises it makes to employees and whether the candidate will feel loyal towards the organisation.

Ethical Standards

Whether the organisation’s business processes, purpose and values are ethical and whether it treats employees with respect.


The level of responsibility that the candidate will have for organising their own work and setting their own goals.

Vertical Relationship

Whether there will be mutual respect between the candidate and his/her manager and whether the manager will be approachable and supportive.

Contact great{with}talent and find out more about their TalentEngage employee engagement surveys.


(Article originally published in The HR Director.)

(Main image from Business 2 Community)

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