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How to achieve peak performance
5 critical steps in obtaining peak performance: 1. Don’t expect respect. 2. Don’t think you’ve got the answer 3. Don’t pretend 4. Get out of the way 5. Say “thank you”

Light Employees’ Passion for Jobs
The door to positive and permanent change opens from the inside rather than being absorbed from the outside. Each of us has a purpose and a challenge, but we must uncover it to bring passion to the surface. Managers who ask workers what they “want” to do instead of what they “can” do are better equipped to put people in the right positions.
Harnessing Human Resources for Sustainable Competitive Advantage
Paying careful attention to the one thing companies can control - the quality of their people, especially in the leadership pool leads to generating excellent results year after year.
Building on Objectives - Part One 'The Framework'
"Building on Objectives" is Part One 'The Framework' in an integrated approach to human resources management. Following these practices will accelerate individual, group, and organizational productivity. Part Two 'Selection'. Part Three 'Involvement'. Part Four 'Development'. Part Five 'Compensation'.
Achieving a Customer-focused Culture
Since customer satisfaction is key to increased sales, premium margins, and company growth, it makes sense to instill a customer-focused culture throughout the company. However, talking about customer satisfaction and taking the necessary steps to achieve it are two different things. Though many companies talk the talk, few are able to walk the talk. Here are seven hurdles to maintaining a customer-focused culture and how you can clear them.

Other employee commitment Related Articles

How to Reduce Employee Turnover
Employee turnover can cost organizations thousands of dollars when you consider lost production time, re-training, etc. One of the key ways to keep good staff is to instill in them a sense of loyalty and commitment.

The Passionate Organization
Book Review -- Igniting the Fire of Employee Commitment by James R. Lucas; AMACOM, American Management Association, 1601 Broadway, New York, NY 10019; May 1999; 240 pages
Commitment Check: A Process for Enhancing Staff Performance
Interest in learning about a simple but powerful commitment check process? The process will help you as a leader to avoid assumptions about any given staff member's commitment before you delegate functions, tasks or projects to them to complete. It will help you help others make their "Yes" a "Yes" and their "No" a "No." It will help keep you from looking the fool as a leader when others procrastinate and fail to perform because their commitment to do so was never there. Read on!
What Makes An Employer of Choice?
Far from business determining the future of the workforce, the workforce now determines the future of business. The dollars that come from work continue to be of major importance but not so the commitment to any one employer. The workers want more than money - they want employment that enables them to achieve their personal dreams and goals. Employers of Choice understand that every employee, or potential employee : – is on their own personal journey through life, only some of which is spent in the workplace – has a unique set of life aims and objectives – chooses workplace cultures that best help them achieve those goals, and – sees work not as an end in itself but as a means to other ends.

Sales Training Closing the Sale
More books have been written on closing than any other function in the sales process. At each stage of the sale we get commitment to move forward so that when it comes time to ask for the decision it is a natural, logical and positive outcome. The commitment advances the sale The commitment must be to take an action; without getting a commitment on action the sales process will only go into “continuation” That is, it will potter on and on, till it finally peters out.

Five Questions to Evaluate Employee Engagement
When I think of employee engagement, I think about organizational commitment, empowerment, communication, and results! I think about employees who strive to "be the brand!" The following is a list of five questions to evaluate employee engagement.
Five Secrets to Becoming the Perfect Employee That Everyone Wants – Part One
With ever increasing deadlines, decreasing resources, and changing workplaces, sometimes it can be challenging to be a good employee, much less a perfect employee. The employee who can rise above the everyday problems and embrace challenges will be the person that every employer wants. The following are five secrets to being the perfect employee everyone wants.
4 Commitments That Can Impact Your Success
Have you ever made a commitment to yourself or someone and for whatever reason, didn’t follow through? There are numerous definitions for the word “commitment.” The most basic definition is an “act of voluntarily taking on and fulfilling obligations”. This is further specified as a “personal” commitment, as opposed to a professional or organizational commitment. The voluntary nature of a personal commitment is what makes it so personal. However, this does not mean that a commitment has to relate only to personal interests, such as human relationships or core beliefs. Any objective can be approached with a personal commitment. A commitment can be given to any number of projects and causes, including an organization, a team, a faith group, or to another person.
Is lack of commitment sabotaging your ability to attract clients?
Is there an area of your life where commitment makes you feel uneasy, perhaps even relationships with clients? Connecting with prospective and current clients is one thing. Commitment to them is another. Find out what may be lurking behind your potential lack of commitment issues, to help you rejuvenate and solidify your relationships with clients.
10 Tips for Improving Staff Morale
It's often been said that employees leave managers, not companies. Research conducted by the Corporate Leadership Council (2003) provides support for this assertion. This study found that managers have a significant influence on a worker's level of commitment to their job. The study revealed that more than 70% of an employee's commitment is directly related to the interaction they have with their manager. If the manager/employee interactions are negative, low morale will often result.

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