A few weeks ago I conducted a highly unscientific poll asking: “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 show 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:
What are you doing to create such a circular loop of trust, respect and ultimately loyalty? Believe me, of those wanting to leave, your high-performers will be first out the door. If you want loyal employees, start with giving them a reason to respect and engage with your company. Help them clearly understand your company values and objectives and then see them as reality in every day work, and not just a plaque on the wall.
Then make it clear that their efforts to demonstrate those values in achievement of your objectives are recognized and appreciated. Employees who know what is expected of them, why those expectations are important within the big picture, and that delivery against those expectations will be noticed and appreciated will become truly loyal to you and to your organization.