Worker Loyalty is At A Breaking Point: A Core Value

Organizational loyalty is an attitude of deep employee commitment to the company. It manifests itself in the actions and sacrifices our subordinates are willing to make for the good of the organization and its members.

In company management committees, it is common to discuss how to increase employee loyalty to the company. There are indexes such as employee turnover, organizational climate, and employee satisfaction considered key factors to increase loyalty. While it is true that improving these indicators is desirable, their impact is not necessarily direct.

Especially when talking about what we would call genuine loyalty. Situations such as unfair competition, information leaks, and nasty comments about the boss or company are indeed signs of dissatisfaction. It is easy to assume that if worker satisfaction is low, loyalty won’t be high.

So, is worker loyalty at a breaking point in your company? Is outright disloyalty or betrayal the same as genuine or authentic loyalty? To resolve managers’ concerns with loyalty, it is essential to clarify what organizational loyalty is.

Organizational Loyalty

Loyalty is not mere compliance with the minimum requirements of our organizations’ labor demands and laws. It would be naive to think that an employee who does not steal from you and arrives at work on time every day is automatically classified as loyal. The legal minimums, although enforceable, are not exactly what we are referring to when we talk about loyalty.

Nowadays, companies and organizations are looking for loyal workers due to the world’s circumstances. Loyal behavior is that which you would like your employees to display. A good example would be that in the face of a financial setback, a calamity such as a fire or a flood, it would be beneficial to be supported by your employees.

Most likely, the employees have never seen or been treated loyally; you would not be able to find fault in them. If the employees are shown decisively that the company has their back no matter what, it would send everyone a clear and sound message. If they are shown this loyally, they will give it back when the organization is in a time of need.

Genuine loyalty will only be shown and shine when in the face of adversity. When things are bad, truly loyal employees show their appreciation to the organization by actions that, strictly speaking, they have no obligation to make.

The relevant question then is, why does the virtue of loyalty seem to elude us from our employees? There would be two leading causes. On the one hand, the moral quality of our employees and, on the other hand, the way we as an organization treat them as individuals.

Loyalty is At A Breaking Point for Employee

Recruitment – A Key

Organizations often invest significant resources to improve the organizational climate. Or even to reduce employee turnover. But it is forgotten that it is necessary to have healthy soil in which to sow. In this sense, the invitation is to go further back and, rather than to invest in training, invest in selection.

Most recruitment and selection programs focus on a person’s technical skills. But rarely on their moral competencies. A good conversation or deep knowledge of the moral character of the employee we are going to hire would be a good start. Undoubtedly, this approach can help in hiring not only efficient and technically capable employees. But employees who share the same values and morals as the companies hiring them.

Many of the employees that end up being hired have been chosen between two equally technically competent candidates. Companies most certainly don’t consider how many employees working in a particular organization would voluntarily sacrifice themselves for its good?

Related Topic: How Employers Drove Workers To Quit

Winning Loyalty

While disloyalty is indeed controlled through demands and a harsh working environment, genuine loyalty must be earned. It is in this sense that as a manager, you should review how you treat your employees. You should treat them as individuals, take time to know them, and see them as equals. So, if worker loyalty is at a breaking point, you have to re-win this loyalty urgently.

Employees are not stupid. They know if your treatment of them is merely instrumental. They sense when managers only care about them because of their productivity and efficiency. If an employee doesn’t feel treated as a person, it’s challenging for them to go the extra mile when the going gets tough. Genuine loyalty is not necessarily a spontaneous attitude. You need to earn genuine loyalty, and it will take hard work for it to happen!

How often are your decisions the result of pride? You often intimidate your subordinates by forbidding them to do or decide on matters within their domain. Sometimes you even demand behaviors, via rules or codes, that are impossible to comply with. Some of the demands organizations make of their employees can even be considered immoral.


If you want to have organizations with truly loyal and committed employees, you must treat others as people. You must treat them with the same humanity with which you expect to be treated. It is convenient to look for the common good of the organization above personal interests.

You should not forget that your subordinates are always watching you and act accordingly. Only through a consistent example of conduct will you get them to be willing to follow you and be genuinely loyal.

The best way to develop loyalty is through the practice of frankness, fidelity, righteousness, nobility, among many other values. You should be harsh but also just, especially to the people deserving of them. For no reason, try to justify being loyal only to yourself while also having the right to criticize and belittle those who practice the value of loyalty daily. On the contrary, try to help the people closest to you. That is, your family, co-workers, or friends.

Show yourself open, generous, and even go the extra mile by participating in some activity in your community and, of course, appreciating what you have. When you establish relationships based on loyalty, you will find that trust and sincerity will reign.

You will not regret being loyal to the employees and co-workers of your organization and sharing this value with others. Developing loyalty in all areas of your life will help you bring it to work.

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James Trotta

James Trotta is a graduate of Johns Hopkins University. He is a degree holder in political science. His studies were a success after emerging among the top students in his class with an honors degree. James’ passion was deeply rooted in politics and news reporting, and he immediately joins the giant news company where he worked as a reporter and news editor for three years. The company locates in New York, and he is so much into US politics. James later quits the job to venture into something more focused on the needs of the people.

Trotta Now works as a writer delivering up-to-date news. He writes up-to-date information about politics, business, and entertainment because these are the lead Niches that directly influence people. James also participates in empowering young talents, where his focus is to mentor upcoming talents in the same field. James acknowledges that his happiness is when he sees young talents becoming an inspiration to many.

He is happy to live in New York since it is a center where he gets first-hand information from the US government. James Trotta hopes to be an ambassador of correct and up-to-date news to all US and international consumers.

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