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Where Has All The Loyalty Gone?
2006-10-01
Is bigger always better when it comes to employee loyalty? Apparently not according to the research, employee loyalty is dramatically decreasing at large companies, those employing more than 10,000 employees, while at small companies, those employing less than 100 employees, loyalty is actually increasing.
It is ironic that we tend to think that the large employers have attained a certain level of stability when it comes to employee loyalty with their more specialized HR and OD staff, the larger budgets for salaries, training, communicating, providing the latest equipment, etc., yet the research contradicts this?
While my sense has been that the smaller employer tries to emulate where it can the work place practices of larger employers for the reasons stated above this is one area where they should steer clear.
| | | Here are some suggestions for all employers to either improve or maintain employee loyalty.
1. Leadership, employees want to have confidence in their leaders and believe that the leaders know where they are going, since they have to follow the path that is being taken.
2. Fair treatment, employees need to be treated fairly, so review the culture of the organization to find out what it is like to work for the company.
3. Trust, the feeling of adding value, making a contribution, and being trusted is what matters most in building loyalty.
4. Advancement opportunities, work with your employees on developing and implementing career progression plans they can follow so they can have a sense of accomplishment and be rewarded accordingly.
5. Provide stable environment, during tough times employees want to feel secure with respect to employment and job stability.
6. Provide meaningful work, when given the opportunity employees want to make a meaningful contribution and will rise to the challenge.
7. Be flexible, work with employees in attempting to balance the pressures between their work and personal lives.
8. Pay fairly, provide employees with fair compensation as well as providing them with a comprehensive benefit program.
| | | Lastly conduct an evaluation, such as an employee survey or exit interviews, first to determine the current level of loyalty followed by a second evaluation once you made some changes to determine your next steps.
If anyone would like to receive a complimentary copy of previous columns or has ideas for future articles or human resource issues you would like to see covered in this column please contact me at the address below. |
Contact:
 | Paul R. Hawn, President, Hawn & Associates Inc. | | Suite 507, 421 Bay Street, Sault Ste. Marie, ON P6A 1X3 | | info@Hawn.ca | | http://www.Hawn.ca |
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