YES! You Can Sustain Your Employees´ Commitment!

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Believe it or not believe, the vast majority of employees do not seem to know and/or care about their company’s mission let alone its Vision. All they worry about is to get their pay check on time each month.

From an immediate and objective point of view it would appear that this attitude is not only logical but also very intelligent. However, the next concern in your employees’ list is that their work be maintained, and this is where conflicts of interest start to creep up, since on the one hand employees are focused on the here and now, yet, for their commitment to be sustainable, employees must feel confident that their work will remain indefinitely.

There are many factors that do not allow the commitment of your employees to be sustainable. The most common and fundamental factor is a restrictive and tropophobic organizational structure, with little, if any, transparency, that does not inspire trust but a culture with the following mentality:

“Not worth cooperating for some one else to benefit.”

“My work is tedious and boring, I do not learn anything new, but as long as I receive my salary I´m O.K..”

“My job is too much for myself, should be paid more!”

“Why strive if my salary is fixed?”

“I don’t have any say about my work but as long as I receive my salary, I’m fine.”

“I Don’t feel that my work is socially useful but to get paid is enough for now.”

“I don’t have a desirable future in this work but getting a paycheck is enough.”

‘The responsibility for and blame of bad things that happen here is not mine!”

This is just a small sample because the pathological implications of restrictive organizational structures are almost endless!

Rather than spend valuable resources trying to fix the symptoms, just change the organizational structure and watch these pathologies disappear by default and sustainable cooperation and engagement will arise spontaneously!

Most managers know that bureaucratic structures, methods and designs are unable to create an innovative, committed and effective culture, unfortunately, these managers are not aware of organizational design principles and spend a lot of resources (i.e., money, time, energy) dealing with symptoms (e.g., lack of responsibility, lack of commitment, lack of leadership, lack of motivation, etc.) instead of treating the main cause: a restrictive organizational structure.

Fortunately, this type of culture and mentality can be transformed radically in just a single day and achieve sustainable employee commitment!


Through the Search Conference (SC) and Participatory Design Workshop (PDW).

The SC is a flexible method for participatory strategic planning. It allows all kinds of organizations to plan their desirable and achievable future.

Unlike other methods, the SC is unique because it is designed for those who have to live with the consequences of their decisions, that is, the employees, and not by “experts” that create resistance by default.

The PDW is a method that allows a self-organizational transformation. It differs from other approaches because it is NOT expert-driven and it deals with the deepest dimension of change, i.e., the location of the responsibility for coordinating and controlling the work, turning the rhetoric about responsibility into positive action.

Through the SC & PDW organizations create and environment where people can fully use their mind, heart and spirit, where their values, expectations and highest ideals are embodied in the structure, mission and vision of their organization!

The SC & PDW allow businesses to transform and re-inventing themselves (inside and outside) continuously with the active support of senior management, to maintain cooperation, improve performance through hands-on-learning processes, generating a culture of integrity, transparency and trust moved by the passion in search of an ideal common future.

The minimum time required is 1 day — optimally 2.5 days.

With the re structuring of the work place based on Open Systems Design Principles through the Search Conference and Participative Design Workshop, the six fundamental psychological criteria for a collaborative and fulfilling work are optimally and naturally met, effectively transforming rhetoric about job responsibility and empowerment into positive action, giving rise to an organizational culture of integrity, transparency and sustained commitment and cooperation!

JC Wandemberg Ph.D.

President & Founder

Sustainable Systems International

About the author: Dr. Wandemberg is an international consultant, professor, and analyst of economic, environmental, social, managerial, marketing, and political issues. For the past 30 years Dr. Wandemberg has collaborated with corporations, communities, and organizations to integrate sustainability through self-transformation processes and Open Systems Design Principles, thus, catalyzing a Culture of Trust, Transparency, and Integrity.

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