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LOYAL - defined by Merriam-Webster Online Dictionary (www.m-w.com) as "unswerving in allegiance".
So, whose loyalty went out the window first - the employee's or the employer's? It seems very similar to the old chicken and egg story. And, can one be lost without the other? Why should an employer be loyal to an employee who won't stay around a couple minutes longer to make sure a job gets out on time? But, why should an employee be loyal to a company that focuses on productivity instead of safety?
My father retired from AT&T/Bell Telephone after 41 years of service. He started as a line-man and retired as a PBX foreman. I can't even imagine working for the same company for 41 years - it sounds like a lifetime these days. Wait, it is! Besides the military, it was the only place my dad ever worked. Have employee expectations changed so much? Somehow, I don't think they have.
Ask yourself, would employees stay if we offered:
- Regular salary increases commensurate with individual performance?
- Fair and equal treatment?
- Honest answers (even if the employee wishes the answer was something different)
- Flexibility for family issues?
- Internal promotions?
- Good insurance and retirement plans?
- Supervisors/upper management that sincerely care about the person?
The list could go on but I'm sure you've got the point. Think about why you are where you are today...
Some of these items have a price tag associated with them. Don't forget though, turnover costs money too. Retention of good employees may very well be worth the individual cost associated with good benefits and regular salary increases.
So, which went first? I don't know. But, I do know that we, as employers, can lead the change BACK to workplace loyalty. If employers make the conscious decision to have a retention program, it should be incorporated into their mission and their vision. Live it, breathe it and your employees will be right there with you!
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