How NOT To Build Employee Loyalty

PDPics / Pixabay

Every company needs loyal employees to achieve business success.  The bosses need to depend on people whom they can trust.  More than just sharing information, these loyal employees can execute plans and strategies without much fuzz.  However, building a pool of loyal workforce requires organizational development strategies that can challenge the views of both the management and the employees themselves.  Moreover, there are excellent ways to do this.  And unfortunately, there are pathetic ways to create loyal employees.

COMEX Trades - 6500% AFTER 100 DAYS

Insisting on loyalty

I had a job interview several decades back and I can never forget it.  The manager asked me if I were willing to take a bullet for the president of the company.  He continued by saying if I were hired the next day would I be willing to take the blame for any problems the company might have gotten itself into.  Moreover, he said that that kind of loyalty was necessary to be employed in the company.  Of course the first thing in my minds was “is this the Mafia?”

I told the manager that I value loyalty but it will take me more than just a command to be loyal to anyone.  I thanked him for his time and told him that I was not the right person for the company.  At the back of my mind, these people needed a dog that can fetch sticks for them when they pleased.  That was definitely not me.

Employee loyalty is not shoved up anyone’s behind.  It is nurtured through trust.  Moreover, it is a two-way street that requires the right blend of respect and professionalism.

What to do:

  • Build a reason why employees can trust the company – more than just the paycheck
  • Provide ways for positive corporate culture change
  • Live by the moral code and core values that each employee has to

Not reciprocating the trust

PDPics / Pixabay

The employee-employer relationship is a fundamental relationship that has to be immaculate.  Well, as immaculate as it can be.  Unfortunately, many bosses and superiors see it as a power play between the big boss and the subordinates.  Although the power difference exists; it still has to be maintained in a professional manner.

Employees work so that they can earn a living.  The monthly bills won’t pay it self!  And it is the employer-employee relationship that can help give everyone a win-win situation.   Mutual trust exists between these two forces.  The greater it is, the better it is for everyone.  However, in many cases, the trust tips only to one side.  Moreover, some employees are “forced” to trust their bosses so that they can get assurance for a longer tenure.  I know managers who zealously let go of people just because they “do not fit in” in the company’s profile.  This is often justified by saying if they don’t want what they get, they can go.  To a certain extent this is a valid precept.  However, I personally know someone who actually got rid of people simply because they can think for themselves for the betterment of the company.  It was a dictatorship.  It was not a healthy and professional relationship.

What to do:

  • Create a motivational platform where an employee can truly enjoy his/her work
  • Recognize exemplary employees while helping others improve
  • Create a fair and just system to evaluate employee performance
  • Provide a means for employee to share their ideas
  • Provide empowerment projects and programs such as employee trainings, skills building seminars, and the like

hucky / Pixabay

Employees as mindless work drones

Another hurdle to employee loyalty and corporate success is seeing employees as mere work drones.  Of course company workers are expected to accomplish tasks.  But they have a mind of their own.  Moreover, each person in the company has a set of values and beliefs that he/she holds on to.  Although realigning individual value system with that of the company is essential, it is by no means expecting the person to become a remote controlled entity in the workplace.

When companies reduce hard-working employees to mindless machines, we dehumanize them and forget that they have human needs.  Although, employees may function as they are expected, the motivation to actually do what they have to may dwindle.  Employees are human beings and they have to be treated as such.

What to do:

  • Create an employee relations division where employee concerns are addressed promptly
  • Provide a feedback system so the management can hear what the employees are saying
  • Offer a means to encourage innovation from all levels of the organization

A company that supports loyal employees can see business success easily.  However, it is no easy task as every individual has his own agenda when it comes to working.  From simply earning a living to making a mark in the industry, the reasons for a person to join in a company are numerous.  Likewise, the way they can be harnessed as an integral part of the organization is also varied.  But regardless of great the diversity is, corporate mindset should be one that put employee loyalty as a priority.  It can be a daunting challenge for both huge and small enterprises.  In the same manner, it is a challenge for well-established companies and the new ones.

Employee loyalty or the lack thereof can tip the balance of success.

The following two tabs change content below.


I'm a proud dad and husband. Everything else is just life's clutter.

19 thoughts on “How NOT To Build Employee Loyalty”

  1. One thing the employers have in mind, you come to us we did not just offer the job to you. They have no idea of the “good” effect of having loyal employees. Also the employers are not afraid to lose a good employee, especially if there is ontractualization, where they don’t have to give benefits to the employees anymore because after 5 months they terminate the contract for renewal.

    • With more people needing jobs, companies have a firm grip on employees. It’s either follow the norm or find another job. But they do not cultivate loyalty by doing these things. They have workers that may not be loyal to them.

      • I know the worth of the “loyalty” employees will not tend to steal or get even a few pieces of bond paper. the employees will be willing to work over time without them thinking of the overtime pay.

        • True, And it is these loyal employees who will help the company get out of any dismal situation. It is not something easy for any employee.
          I’ve worked for companies for 12 hours and I’ve never asked for anything in return.

          • this is so true.. teachers don’t have OT pay, we work more than 12 hours and we can’t complain. We have to smile and be compassionate all the time. but if there is no “loyalty” ….. sorry talk to you tomorrow I have to go home now, is the attitude… you know waiting for the bundy clock to strike 4 to time out.

          • I know a group of employees who do a countdown to time out starting at 3:00 PM – it isn’t called hour of great mercy for nothing.

          • hahaha… I think I was a member in that group. hahaha… I couldn’t wait for 401 to tick. Anyway, that was just because I started to lose interest to the company. but before, all the lights were off and the janitor or the guard had to knock on my laboratory to tell “miss it is time for us to go home.” LOL apparently it’s evening already.

  2. Some companies may be just focusing on what they would be earning, not considering the employees as their best assets in making their company successful.

    • Some companies don’t even give the basic benefits mandated by the law. they get away with it because the employees need work.

  3. Excellent points, especially that first one. Loyalty is definitely earned and shouldn’t be forced to the extent in your example.

  4. In our present economy condition even the forecast we boom having loyal manpower is a win win situation to any companies to survive in a stiff and rapid competition in business. These are excellent tips and I do hope more companies are applying this kind of system to their employees.

    • Unfortunately more companies are thinking about the bottom line rather than extending a hand to their employees.

  5. Employees are the best asset of a company, and the kind of employees a company can have depends on excellent management practices, along with the best benefits and rewards system for efficient employees.

    • That is true. When management sees employees as an integral part of the organization they can make systems adjustments and programs that will help everyone in the company. Taking care of employees is a major role of the management. But not everyone takes this seriously. Their idea is to simply replace people.

  6. Really a wonderful post and I learned many things very useful. Of course, loyalty has its boundary because we have different principle in life and we have a better right that any employers in terms of personal decisions.

    • Everyone has his own agenda. What is important is that companies provide a win-win situation for everyone. Loyalty is not something we simply give out.


Leave a Comment

This site uses Akismet to reduce spam. Learn how your comment data is processed.