Attachment vs. commitment: two strengths for your company

In an ever-changing business environment, two key concepts stand out: attachment and commitment. While these concepts may seem similar, they have distinct implications for companies and their employees. Let's take a closer look at their characteristics, impacts and interactions.

What is attachment?

Attachment reflects an affective and emotional connection between an employee and his or her work environment. It is associated with feelings of well-being, trust and adherence to the corporate culture. In other words, an attached employee perceives his or her company as a place where he or she feels valued and at home.

The figures and observations presented in this article come from our survey of 1,048 private-sector employees in March 2024.

Key figures

• 68% of employees say they are attached to their company.
• Highly committed employees have an Employee Net Promoter Score (eNPS) of +60, well above that of committed employees (+28).

The eNPS measures the probability of employees recommending their company as an employer. Calculated from responses on a scale of 0 to 10, it differentiates between ambassadors (scores9-10), neutrals (7-8) and detractors (0-6). The eNPS is obtained by subtracting the percentage of detractors from that of ambassadors.‍

Impacts

• Strong loyalty: 86% of highly committed employees have no plans to leave their company.
• A better recommendation: the more attached an employee is, the more likely they are to promote their company.

Commitment: a performance driver

Commitment reflects an employee's personal involvement in his or her mission and desire to actively contribute to the company's objectives. Unlike attachment, it is more a question of a working relationship based on performance and productivity.

Key figures

• 82% of employees feel committed to their mission.
• Commitment fosters professional and corporate growth.

Special features of hired employees

• Sense of accomplishment and competence.
• Satisfaction with their autonomy and the tasks entrusted to them.

Attachment and commitment: two complementary notions?

Although distinct, attachment and commitment are mutually reinforcing:

• Among highly committed employees, 86% also say they are very involved.
• However, only 56% of highly committed employees say they are very attached to their company.

This finding reveals an asymmetry: strong attachment fosters commitment, but the reverse is not always true. Companies therefore need to cultivate these two dimensions to maximize satisfaction and performance.

Levers for strengthening attachment and commitment

1. Managerial recognition :

70% of disengaged employees feel that their manager spends little time with them. It is therefore essential to ensure constant dialogue and constructive feedback.

2. Skills development:

Providing opportunities for training and internal mobility strengthens attachment and sustains commitment.

3. Favourable working conditions:

Offering a balance between on-site work and telecommuting, improving quality of life and working conditions (QLWC ) and encouraging physical activity are decisive factors.

4. Clarity of expectations:

Define precise objectives and align employees' missions with the company's values.

Why invest in these two dimensions?

Companies that invest in attachment and commitment reap tangible benefits: increased loyalty, improved performance and enhanced attractiveness. By understanding these concepts and integrating them into your HR strategies, you can transform your employees into true ambassadors.

By Candice Lhomme