Loyalty Under Siege
Everyone bemoans the loss of employee loyalty and loyalty in general. Employees complain companies aren’t loyal and companies complain employees aren’t loyal. It’s no wonder after this employee retention speaker and employee retention author saw a Wall Street Journal article on “Smart Ways to Switch Jobs Quietly.” Really? Now we are giving people tips on how to switch jobs more easily and not be discovered. Don’t get me wrong. You may have to switch jobs if you are in a bad situation or need to grow for a wide variety of other reasons but I was shocked to see this in the Wall Street Journal.
Points like how to switch your notifications on LinkedIn, what to say if your boss hears you’re looking, how to get introduced to hiring managers etc. were mentioned in the article. No wonder employee loyalty is in trouble. This is the sort of outside influence that companies have to fight as they attempt to build loyalty in their workforce. Society, job coaches, and consultants are barraging employees with the need to switch jobs and how to do it. This creates an uphill battle even for companies that want to treat people well and have them stay. There is the constant beating of the drum that employees hear that “loyalty is dead.”
In an earlier article I wrote, I brought up the need to talk to your people about loyalty and explain to them that you value it and that you want them to stay. Then you have to back it up with solid action. You need a comprehensive, all out initiative to counteract the outside influences that are telling people not to be loyal. Although this employee retention trainer knew that these outside influences existed, he was still shocked to see an article in the WSJ about how to “switch jobs quietly.”
It’s a war out there. It’s a war for the hearts and minds of your employees. Organizations of all types are under assault. In a war, you pull out all the stops. It’s time for organizations to talk about employee retention and employee loyalty with their employees and then do something about it. Develop a plan and then execute on the plan. Take positive action instead of complaining about it. And, most importantly as this employee retention consultant always says….Give Your Employees C.R.A.P.®