Encouraging Employee Loyalty
A few weeks ago in my regular, highly unscientific poll (take our latest poll here), I asked: “Who are you most loyal to?” As you can see, loyalty to self was by far the largest with boss the least.
While this may not be surprising, it should certainly be concerning. In the face of overwhelming reports, research and studies that nearly 90% of employees are currently engaging in some level of activity to leave their current position, company leadership should have employee loyalty (not just retention) at the top of their priority list for 2010, especially as the recovery begins in earnest.A recent article in Talent Management really got to the heart of the loyalty matter, explaining why:
“Loyalty is no longer synonymous with retention. Just because employees stick with it doesn’t mean they are engaged and therefore as productive as they could be. Employee loyalty no longer means one-directional communication. It is not just an employee being loyal to his managers and the company.
“Employee loyalty should be thought of as circular communication. It starts with leaders creating initiatives that will earn employee loyalty. When employee loyalty initiatives begin with leaders who ‘walk the walk’ and treat employees how they want to be treated, results can be tremendous.”
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