Employee Loyalty and the Search for Retention
The organization you work for probably cares about employee loyalty. When you agree with the work, accept the compensation, and start the job there is an expected commitment, right?
Loyalty is important for most people. It is important for businesses with their employees as well as with their clients and customers. The trouble spot for loyalty is that not everyone agrees on the definition.
Many people suggest that they are very committed and loyal, but what that really means is that they feel loyal until a better opportunity presents itself. In this case, one might believe there is loyalty. Another might suggest that there is none.
A different definition might suggest that loyalty is earned. Doors that might exist are ignored, or never considered. It might have something to do with the integrity of your word but it might also have much to do with mutual respect.
Employee Loyalty
Employers believe that they make an investment in their employees. Many of them do, quite substantially at times.
These employers understand that doors might open, but they really aren’t worried about someone exiting. Not because other opportunities don’t exist, but because the employer to employee relationship is well respected and it has been earned.
They aren’t worried about blocking an exit. They are more worried about somebody who wants to leave staying. In this environment loyalty is self-managed or self-regulated. It comes naturally.
The Other Type
There is another type of employer. This employer wants to get the job accomplished with as little cost as possible, and who doesn’t? But there must be a balance.
The CFO, Controller, or CPA love the management of the numbers, but the best of those also recognize the value of the people. The trouble occurs when the culture of managing costs outweigh the respect of the human relationships.
This type of employer might attempt to (metaphorically) block doors and lock people in. Relationships are viewed as expendable and short-term. Loyalty is (attempted to be) forced by management.
Search for Retention
In the search for retention sometimes the right words are chosen, but the conversation is not compelling.
It’s not compelling because what is shown is different from what is told. The often unspoken message becomes, I don’t care about you. The result is a feeling of, you don’t care about me, and so I don’t care about you.
Retention shouldn’t have to be created by rules, fear, and blocked doors. This isn’t loyalty, it’s not respect.
Employee loyalty and respect happen when the door is there, but no one is interested in what’s behind it.
An occasional glance might occur, and to some extent people will come and go.
You might discover that you are happy about that.
– DEG
Dennis E. Gilbert is a business consultant, speaker (CSPTM), and corporate trainer that specializes in helping businesses and individuals accelerate their leadership, their team, and their success. He is a four-time author and some of his work includes, Forgotten Respect, Navigating A Multigenerational Workforce and Pivot and Accelerate, The Next Move Is Yours! Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.
