By Karen Young
This was my very first blog—written sometime around 2005. I recently revisited it and realized something important: while workplaces have changed dramatically, the core question hasn’t.
What happened to loyalty at work?
What Does Loyalty Really Mean?
Merriam-Webster defines loyal as “unswerving in allegiance.” Interestingly enough, that definition hasn’t changed in 20 years.
So here’s the question leaders still wrestle with today:
Whose loyalty disappeared first—the employee’s or the employer’s?
It’s a chicken-and-egg debate. Why should an employer feel loyal to an employee who won’t stay a few extra minutes to finish a critical task? But equally—why should an employee feel loyal to an organization that prioritizes productivity over safety, well-being, or respect?
A Personal Perspective
My father retired from AT&T (Bell Telephone) after 41 years of service. He started as a lineman and retired as a PBX foreman. Outside of the military, it was the only place he ever worked.
Today, that kind of tenure feels almost impossible to imagine. (And if I wanted to hit 41 years with HR Resolutions, I’d be 84—just saying.)
Have employee expectations changed that much? I don’t believe they have.
What Employees Have Always Wanted
Ask yourself honestly—would employees stay longer if organizations consistently provided:
- Competitive pay increases tied to performance
- Fair and equitable treatment
- Honest answers (even when they aren’t easy)
- Flexibility for family and life responsibilities
- Clear opportunities for internal advancement
- Strong insurance and retirement benefits
- Leaders who genuinely care about people, not just results
The expectations aren’t unreasonable. They never were.
Let’s Talk About the Cost
There’s often pushback around the cost of benefits and pay increases. But turnover has a cost too—one that’s often underestimated. According to the 2024 Payactiv Industry Report on Employee Turnover and Retention, the average cost of turnover is approximately $36,000 per employee.
Compare that to the cost of a strong benefits package—which can often be delivered for far less. For example, our own benefits investment runs about $10,000 per employee.
Retention isn’t a “nice to have.” It’s a business decision.
So… Which Came First?
Did employers stop being loyal first—or employees?
I don’t know the answer. But I do know this: employers can lead the change back to workplace loyalty.
That only happens when retention is intentional—not reactive. It must be embedded in your mission, vision, and leadership behaviors. When you live it and breathe it, employees notice—and respond.
Takeaway for Business Owners
Workplace loyalty isn’t gone—it’s conditional.
Employees haven’t stopped wanting to stay. They’ve stopped staying in environments where:
- Pay doesn’t reflect performance
- Leadership avoids hard conversations
- Flexibility is promised but not practiced
- Growth paths are unclear
- People feel replaceable
Turnover costs far more than retention. With the average employee exit costing $36,000, investing in fair pay, strong benefits, and human-centered leadership isn’t generosity—it’s smart business.
What to Do This Week
Assess one loyalty leak.
Identify one place where employees may feel undervalued (pay equity, workload, flexibility, communication, growth). Ask yourself: If I were in their role, would I stay?
Have one real conversation.
Check in with at least one employee or leader—without an agenda. Listen more than you talk. Honest feedback builds trust faster than policies ever will.
Make one visible improvement.
Take one small but tangible action (clarify expectations, approve flexibility, recognize strong performance, remove a barrier). Loyalty grows when people see follow-through.
I’d love to hear what you’re doing—or planning to do.
The conversation matters. And more importantly, your people matter.
#DramaFreeHR, #Loyalty, #Retention