Without loyalty, there is little trust, commitment, or sense of team. Organizations highly value loyal employees. This tension can be tricky to navigate, especially if you are new to the workforce and still learning how to manage your relationship to various colleagues and to the business at large.
First, you need to have a clear understanding of what those benefits and risks are. The learnings from our recent review paper may provide some insight:. When employees are loyal, both they and their organizations benefit. In addition, being loyal to your employer can improve your own performance , reduce job-related stress , and open up new opportunities.
When you show your loyalty to your organization, you are demonstrating trustworthiness, which may be rewarded through things such as promotions or special work opportunities. As a result, you are likely to be satisfied and happy with your job. You gain not only material, but also psychological benefits. When you are loyal to your organization, generally you and your organization will be better off. However, loyalty can also foster unethical behavior if not managed.
For instance, research has shown that employees that are too loyal to their organizations are less likely to blow the whistle on corruption. They feel that they are part of a community and want to protect that community, which can mean overlooking wrongdoing. At the headquarters of Toshiba in Japan , for example, leaders cultivated a strong norm of loyalty as a part of their company culture.
They led employees to believe that they would receive a near lifetime appointment if they demonstrated commitment to the organization, its goals, and its people. Because of this, senior managers were able to get away with an accounting scandal for a long period of time. This type of arrangement between loyal employees and senior leadership is not unique to Toshiba, however. Blinded by their devotion to the company, employees similarly overlooked what was happening.
More recently, Theranos, the former medical technology company that was self-reportedly poised to change the world, used employee loyalty to create silos between departments that needed to collaborate in order to develop safe and working products.
Keeping teams segmented meant that they could continue to bring in more investments without having to deal with the reality that their technologies were failing. Given what we have learned, and what you now know, about the benefits and costs of loyalty, we have three recommendations that may help you maximize the benefits of loyalty while reducing the risks.
When something looks or feels wrong, say something to your colleagues or managers. A survey of over , US employees found that the median tenure at a job for workers only ranged from 1.
This shows that it is not a Millennial trend to change jobs every few years but really standard across age groups. If the only thing preventing you from changing companies is concern about how it will look on your resume, keep in mind that job seekers with talent, experience, and attitude will always be prized over duration.
It would have to be a pattern of several positions less than months long to give the appearance of being a job hopper. One blip on your resume of one position held less than 18 months is not going to make a recruiter or hiring manager toss your resume to the side immediately and hold you back from your overall long-term career goals.
Especially not in our current economy where there are more jobs available than people to fill them. The case for staying put revolves around satisfaction in your current role and whether you see opportunities for development and advancement right where you are. If you wind up sticking with your current company, at least you can rest assured that you prefer it to the alternatives out there.
There are always reasons to stay in your current job and reasons to make a career change, but your priorities for your long-term career path and communication with your employer should crystallize your choice. For the past ten years, the professional resume writers at Great Resumes Fast have created resumes that help executives advance their careers, find meaningful work, and get past applicant tracking systems. Want to learn more? Visit Great Resumes Fast to view executive resume samples and get resume help.
Are you tired of your resume being rejected by applicant tracking systems? I know how frustrating it is to submit your resume and receive no response. I hate seeing qualified people never break through the screening process. I started this company back in after more than a decade directing hiring practices at Fortune companies. What started as a side hustle before that was even a word! But the personal touch? You might have seen me featured as a resume expert in publications like Forbes, Fast Company, and Fortune.
Save my name, email, and website in this browser for the next time I comment. Calling All Jobseekers:. Help me land my dream job! Company Loyalty or Job Hopping?
Share on Linkedin. Share on Pinterest. Share on Facebook. Share on Twitter. Loyal employees are those who are hired to do a specific job and they will do everything they can to do the best job. Loyal employees not only work hard for their pay, but they are committed to the success of your company. When employees are loyal to their workplace, they will be more willing to invest in their work, innovating new ideas and going the extra mile.
The link between employee satisfaction and productivity is long established. Pret a Manger attributed a massive increase in sales to happier employees. Businesses should therefore continue to focus on employee loyalty and attempt to increase it. Which, in some cases, can cost a company millions and lead to poor customer service. If they get a better job offer, they will probably leave.
Employees will feel little commitment towards their organisation if they cannot see any meaning to their involvement in it. They will be equally discouraged if they do not believe they are participating in realising some compelling vision of the future. The most influential factor in employee engagement and performance is the employee-supervisor relationship. Investing in your managers to develop dynamic leaders will provide the greatest impact. Hire and train managers to communicate well, help ensure that employees are in jobs that are a good fit for them, and give appropriate feedback, to name a few.
The only thing that can stop a high employee turnover is encouraging more company loyalty in your employees. Give employees a reason to stay, or, even better, multiple reasons. It is far easier from an economic perspective to spend a little time or money now on keeping current employees satisfied than it is to search for and hire new ones.
There are some easy steps that you can take as a leader and a manager to develop and grow your staff loyalty. In these trying times inspiring loyalty will help you get the most out of your team and lay the foundation for lasting success. When people feel they are trusted and valued, they tend to reciprocate those feelings. Whenever possible, give your employees the authority to make decisions that relate to their work. The resulting sense of freedom and responsibility could inspire them to go above and beyond, improving the work environment as a whole.
Loyal employees will happily talk up your business on their own terms, which, in turn, will build trust with your customers too. One of the core principles of any business should be to operate with honesty and integrity, whether it is to clients, customers, or employees. Giving feedback and helping your employees set and reach individual, as well as company goals, is incredibly effective. By offering something actionable yet honest, it allows you to build trust and a certain level of openness with your employees and thus eliminating any negative workplace hierarchy that has slowly developed over time.
These are just two examples of where businesses need to take a fresh look at how to offer employees incentives. A simple pay rise may not be enough to keep a graduate on the team.
Another way to increase employee engagement is to have them set their own work hours and decide whether and when to work remotely.
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