Today let us touch on this adage from the lens of loyalty at the workplace. By loyalty I am speaking of the relationships and those intangible adhesive factors that enable us to stay with our current employer or situation.
Loyalty is all around us. We find loyalty in our personal relationships, with our favorite sports teams, to our communities, to our employment and even to our favorite pizza or coffee shop.
We also can become disloyal to any of those organizations, institutions or theories because of an occurrence that disturbed our loyalty foundation. Most of us have had our loyalty shaken or broken. That broken trust was, in some cases, because of a violation of a loyalty expectation, or a lie.
Loyalty between an individual and an organization starts with the first day of employment. The unwritten agreement is that the individual will perform a given set of tasks in an acceptable manner and the organization will compensate and continue to employ the individual. I contend that as time goes on the individual can grow more loyal to the organization. This is due to human behavioral factors the psychology community has studied for centuries.
Organizations are evolving entities. They grow and contract. They take on new products and new processes with regularity. Leadership changes. Policies and practices within organizations change. Ownership of organizations changes. All these factors and others could disrupt the foundation of trust with employees. However, due to the changes above and others, the dismissal of individuals and the erosion of trust has occurred.
Therefore, with the dynamic of survival for organizations and individuals at play, the structure of loyalty is under constant pressure.
Many of us have experienced terminations for reasons other than performance, either personally or with those close to us. News headlines frequently cover stories of major layoffs. Sometimes, accompanying those same headlines are feature stories of successes associated with moving from one organization to another as an individual climbs the corporate ladder. Professors and executive coaches discuss with their students and clients the benefits of flexibility in the workplace and in one’s career. It seems like our current culture in moving in opposition to loyalty in the workplace.
So, the question remains, which eroded first: loyalty by the organizations or loyalty by the individuals?
It is not the stated intention of online networking sites to disrupt the loyalty one has to their current organization. However, coincidentally those sites contain the components associated with constant networking for new positions. These networking sites serve both sides of this loyalty equation. It is common for individuals on respective sites to see announcements for the position they currently have or the position they want advertised on the same site where their professional profile resides.
When the labor market is tight and specific skill sets are critical to an organization’s continuation, it is necessary for management teams to pay attention to loyalty. As we have briefly discussed, loyalty is a two-way street. It is incumbent upon organizations to make sure that their loyalty lane is open for communication, for expectation management and honesty.
Cornell Wright is a consultant, author, and business coach. His firm, The Parker Wright Group, located in New Haven, consults with clients in the areas of executive team decision making, talent optimization though a business partner relationship with Predictive Index and Diversity Equity and Inclusion training and organizational enhancement. He can be reached at 203-521-6748 or Cornell@parkerwrightgroup.com.
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Plan Well & Execute: Loyalty is a two-way street - New Haven Register
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