Employee vs Employer Loyalty: Is This Still a Thing?
Once upon a time, loyalty went both ways, and you could count on an employer keeping you on their staff until you reached retirement age. This resulted in employees who stay at a job for decades. I did.
Is loyalty still a thing? Are we loyal to a fault, staying at a job because they hired us? Not leaving because we owe them? Or, bringing on the added pressure of looking for another gig, which we all know is a pain in the butt.
Some workplaces look beyond profit and place a great deal of weight on employee loyalty. Other companies don’t give a crap and will replace the best of workers with another and not think twice!
This is more than simply a generational issue. It is personal to each of us. And lumping each generation into certain loyalty behaviors is tricky. Thus, I will veer off my traditional words and advice on multiple generations in the workplace and take a macro look.
Yes, the big picture is in play and as a poll from Monster showed that almost 76 percent of the respondents were looking for new jobs.
Which, makes me wonder, “Should companies be loyal to you if you’re likely hunting for a new job?” In the always present quest to grow business, this billionaire looks at loyalty from a different perspective.“Clients do not come first. Employees come first. If you take care of your employees, they will take care of the clients.” Richard Branson
The nerve of this successful guy, to suggest that employees, the ones who are in charge of making/breaking your company, should get taken care of and thus grow business loyalty in the process.
Fear not, my wonderful reader as I have 3 things that are a surefire way to grow employee loyalty.
But first, my ask. If you like this article, please share it. Thank you!
Okay here we go.
#1 Make employee training, health and well-being a priority. I present and train a lot, and you have heard me say, people share a lot with the keynote/trainer. I take notes and deliver some of the best back to you. People are the core of business and human needs are top priority, from mental health days to attending a conference to learn more. This grows loyalty.
#2 Retain by incentivizing/rewarding staff. It ain’t always in the form of a big bonus, but recognition, promotions, if they are at the right time and smaller gifts can make a big difference. I mean, nothing shows that your contributions are appreciated more than simple recognition.
#3 Employees who are trained tend to stay longer. Those who are mentored tend to do the same. But wait. There’s more. Statistics show that these groups also advance quicker in companies. Are you seeing what I’m seeing?
In my opinion, I believe that Employee vs. Employer Loyalty can play a key role in retention, collaboration and loyalty. But one hand washes the other. Both sides play a role in supporting each other. Companies that care tend to attract & retain staff who really appreciate this outreach.
What are your thoughts/experiences? Let me know at scott@scottlesnick.com
Continue the Leadership Conversation
The ideas in this article are part of a broader conversation about leadership, employee retention, workplace AI, and organizational change. Scott helps organizations across healthcare, government, manufacturing, financial services, technology, human resources, safety, early childhood education, and professional associations develop stronger leaders and build more engaged workplaces.
Explore Scott’s keynote programs:
- Leadership Speaker – Build stronger leaders, improve communication, and create high-performing teams.
- Employee Retention Keynote Speaker – Strengthen engagement, reduce turnover, and build workplaces where employees want to stay.
- Workplace AI Speaker – Help leaders and employees prepare for the future of work while keeping people at the center of organizational success.
- Change Management Speaker – Equip leaders with practical strategies for navigating disruption and leading organizational change with confidence.
