Taken together, these elements create space for true employee loyalty to the organization. Some medical doctors are in it for the money but others for the care, for the principle that bringing health to others is a good cause.
Law is another example. Moving down to street level, there are police officers who just like a steady paycheck and others in the field to serve and protect: they see their work as improving the lives of others and the general community.
Within a dynamic of employee loyalty, there are three levels of dedication: obedience loyalty, balanced loyalty, and free agency. This extreme will be reached only rarely, but there are glimmers of it in some professional activities. One quick way to identify these kinds of labors is to check whether the truly dedicated are willing to sacrifice even their lives for the cause their organization embodies.
The armed forces come to mind here. Some political organizations command this devotion, especially in revolutionary times. The exploring scientist Charles Darwin believed in accumulating knowledge and put his life at risk in the field as he tracked rare species and ecosystems.
Not so dramatic or extreme, some professions and organizations can suck the emotional life out of employees. Undercover police work exemplifies by requiring a loyalty reflected as self-sacrifice to an extent few of us would contemplate.
April Leatherwood, for instance, went undercover in Memphis for an entire year. However, employers often grant permission for employees to work in positions that do not compete or interfere with their principal jobs.
Moonlighting has become such a common phenomenon that the website Glassdoor now has a section reserved for such jobs. The Glassdoor website has a number of postings for different moonlighting opportunities to explore.
An employee might have the authority to decide which other companies the employer will do business with, for example, such as service vendors that maintain the copiers or clean the offices.
What if the employee owned stock in one of those companies or had a relative who worked there? That gives him or her an incentive to encourage doing business with that particular company, whether it would be best for the employer or not. The degree to which the duty of loyalty exists is usually related to the degree of responsibility or trust an employer places in an employee.
More trust equals a stronger duty. For example, when an employee has very extensive authority or access to confidential information, the duty can rise to its highest level, called a fiduciary duty, which is discussed in an earlier chapter. One indicator that our understanding of the term is changing is that millennials are three times more likely than older generations to change jobs, according to a Forbes Human Resources Council survey Figure.
About nine in ten millennials 91 percent say they do not expect to stay with their current job longer than three years, compared with older workers who often anticipated spending ten years or even an entire career with one employer, relying on an implicit social contract between employer and employee that rewarded lifetime employment.
They believe that working for this organization is their best option. The other piece is remaining with the same employer rather than moving on. Why are employees less likely to feel a duty of loyalty to their companies? One reason is that loyalty is a two-way street, a feeling developed through the enactment of mutual obligations and responsibilities.
Neither state nor federal law mandates an employment contract, so when a company says an employee is employed at will, it is sending a message that management is not making a long-term commitment to the employee.
Employees may naturally feel less loyalty to an organization from which they believe they can be let go at any time and for any legal reason which is essentially what at-will employment means.
Of course, at-will employment also means the employee can also quit at any time. However, freedom to move is a benefit only if the employee has mobility and a skill set he or she can sell to the highest bidder.
Another reason the concept of loyalty to an organization seems to be changing at all levels is the important role money plays in career decisions.
When they see chief executive officers CEOs and other managers leaving to work for the highest bidder, subordinates quickly conclude that they, too, ought to look out for themselves, just as their bosses do, rather than trying to build up seniority with the company. Switching jobs can often be a way for employees to improve their salaries. Consider professional sports.
For decades professional athletes were tied to one team and could not sell their services to the highest bidder, meaning that their salaries were effectively capped.
Finally, after several court decisions including the Curt Flood reserve clause case involving the St. Louis Cardinals and Major League Baseball ,. The same evolution occurred in the entertainment industry. If an employee is constantly facing problem in your firm, then no matter how big your company is, you will end up losing a loyal, productive employee. Importance of employee engagement is high and also balancing employee engagement is the most vital component of employee loyalty.
The manager must try to get engaged with the employee at least at individual level if not at personal level. It is because such engagement helps an employer to have an unbiased opinion of its employee. An employee gets frustrated in short time span if he is not offered with a learning environment. Every employee is new in his field, but still he is always in hunt for novel things that can help him become more superior to his previous performance.
If you wish employee retention of your loyal employees and boost their productivity then always offer them with a platform where they can learn more new things, either within their department, or from other departments.
Problems occur in every firm. Make sure that your dispute system is not arbitrary, as otherwise you may face issues like exclusion, favoritism, and possibly discrimination.
Employees love, and are loyal to manager who is neutral to all. When an employee visits a manager with his problem then the manager must try to solve it rather than create a mess out of it.
An employee bringing his problem to a manager is a great sign of employee loyalty. Like a manager, if you expect your employee to shed you respect then even you are expected to offer him with same respect. Relate to your employees as much as possible. Employees may lose managers trust in the workplace who are constantly poking them in their job. If as a manager, you are constantly looking over their shoulder, then this is definitely a step towards developing distrust and animosity in your employees.
A better idea is to set reachable goals and provide your subordinates with required resources to get the job finish on time. Then you may sit for feedbacks to mold their performance positively. Loyal employees are hard to find these days. If you have few then try to retain them, but if not then you should try to maintain a healthy work culture in your organizations by following the ways to boost employee loyalty.
If as a manager, you really wish to earn employee loyalty then try developing it bit by it, as every bit counts and you will reap what you will sow. Thursday, November 11, Book a Demo. Sign in. And, it sadly can disappear in an instant. But, we can tell you this: when you find true loyalty, do everything you can to hold on to it.
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