In any realm of life, human beings need to feel bonds of bonding that are a benchmark of social
stability, it is necessary to feel part of a team or any other social ensemble. The personal satisfaction
of feeling part of or belonging to a certain group leads us to identify with the other members whom
we consider peers and in whom we are reflected by their values and customs, thus developing a
conscious attitude of respect for each other. This sentiment must lead us to assume active conduct
expressed publicly in the accession and willingness to support or defend the group, if necessary.
Taking active behavior towards the social group to which we feel we belong moves us to the
commitment with those who interact in the same set of people, this implies establishing agreements
for collective participation in certain objectives that require the individual contribution to the
maximum in an agreed work or project, putting all the available capacities to carry out the project.
This commitment is sometimes stated in a promise or statement of principles.
If we approach these concepts of organizational membership and commitment, the sense of
belonging links the people who make up a company to their own organization or brand; in the small
organization the relationship occurs naturally because close treatment between employees and
managers makes it easy to create these links. Other mechanisms should be used in medium and
large organizations to develop a sense of belonging and commitment, as these elements have a direct
impact on achieving the results of the organization.
When members of an organization have a poor sense of belonging act more by “obligation” than by
“passion,” their efforts to satisfy the customer, the ultimate end of the value chain, will reach the
mental limit set by their record of their job description, if you know it and avoid remembering in the
performance of your duties , the line of the description which states: “Perform other functions
related and complementary to the post”.
If your job is sales, the goal of your position is to make the closing of sales offering an incredible
and memorable customer service experience, who is the goal and purpose of the organization to get
the expected results of which, the collaborator, is paid their salary and agreed bonuses. If the
employee is content to serve the client by providing a mediocre attention experience and allowing
the client to close the contact without their resolute need, the objectives of the position,
management, management or objectives of the organization have not been met; the sale was not
made, no revenue was generated, no profits will be received and if, several losses will be obtained:
the resources of the company that will have to cover the costs generated, the time of many people
involved in the processes aligned for sale and customer service, center of the activity of the
organization.
The customer is the one who makes sense of the business and organizations must focus on offering
a catalog of quality products and services, but with agility, which requires their employees to put
their capacity, knowledge, commitment and action at the service of the organization.
Since processes don’t run on their own and people need to be counted on to put all the gear of
service into action, it becomes mandatory to create and develop in organizations a culture of action
and that when a customer approaches the organization all the attention and service circuits designed
to comply with the declaration of commitment are activated by offering an extraordinary and
memorable experience to the customer that goes further of the functions that correspond to each
member of the value chain and that expresses the pride of belonging to the organization that is
represented.