A subtle but crucial difference: People who are connected with us move us forward. People who are bound to us tend to hold us back. Therefore, it makes a significant difference whether people feel bound to the company or connected with the company.
Every employee has a certain type of bond, otherwise they wouldn't be here. Those who stay with the company due to a lack of alternatives are also bound. As are those who have created a comfort zone in the business that they no longer want to give up, those who assess their chances on the job market as low, and those who have already applied to the competition but have failed so far.
The central question is therefore not: “Attachment – yes or no,” but rather “how strong” and “of what quality.” Attachment exists in everyone. Connection only exists in those who stay despite alternatives.
What does a high level of connection achieve?
- Loyalty: Employees act in the best interest of the company – regardless of whether you are watching or not.
- Engagement: Employees are happy to go the extra mile to contribute their part to success.
- Stability: Employees are resilient and will get through difficult times with you.
- A strong brand: Employees represent the company with pride and become convincing brand ambassadors – both for customers and for potentially new employees.
How can attachment turn into connection?
Do you want to be more than just a paycheck provider? The good news is: your employees most likely want that too. People have a natural need for connection, whether with friends, partners, or communities such as your company. Being part of something is of great importance for identity formation – Who am I? Where do I belong?
Providing support instead of holding tight.
Strong relationships – including working relationships – are characterized by a high degree of mutual trust, which can only arise and grow through reliable mutual support. Wanting only the best for the other person and having the certainty that the reverse is true: that is the foundation of a trusting collaboration. It is therefore an exchange relationship: If your company expects loyalty and commitment, it must also ask for, recognize, and fulfill the expectations of its employees.
Attachment turns into connection when expectations are positively fulfilled over the long term.
You can tell whether true connection exists in your company by the Employer Indicator! All crucial factors flow into this total value: employee retention, engagement, satisfaction, recommendation, ...
And if you want to know exactly how things stand in your company regarding expectations, identification, trust, etc., take a look at the Psychological Contract, which breaks down all the details at the department level.
