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Is Employee Loyalty Dead?

January 26, 2018 by gswartz

Is Employee Loyalty Dead?  Until the 1980s and 1990s, there was a culture of hard work. If a team member was dedicated, trustworthy, and reliable, they were rewarded with job security. It was not unheard of to begin your career at the bottom of an organization and work your way up the corporate ladder until you were ready for retirement from that same company. Hearing of a successful person switching careers was an anomaly.

Widespread mergers and layoffs created a pivotal shift in retention, which caused job security to become scarce. The generations following, mainly Gen X and Gen Y, learned to keep their career options open. They learned that hard work does not always guarantee continued employment if there is a merger or downturn. They also find it difficult to be loyal to a manager or organization that changes schedules, work arrangements, or appears to hand out pink slips seemingly on a whim.

This new culture has created retention challenges in many organizations. It is difficult for managers to instill a sense of trust and loyalty in uncertain times – especially if the managers, themselves, are skeptical.

It is not impossible to rekindle a sense of loyalty. Organizations need to understand that the culture has changed: meaning, team members, may choose to move on. Instead of focusing on the end, focus on the time they are in the position. Maximize this time by helping them be happy and successful in their work. People tend to leave managers, not jobs. Keeping managers accountable is critical to team members excelling in their position.

Developing a passion for their work, receiving regular feedback, having a sense of ownership, and working in a positive and collaborative environment are all aspects of a position that a manager and organization can provide. Team members want to set and achieve goals that may lead to upward mobility within the company. These are all aspects of an organization that are highly desired by top talent. Those working for organizations that foster this type of culture are more likely to stay with their current organization longer than the average 4.5 years.

In the end, loyalty is a two-way street. If the manager and organization is committed to helping team members develop a passion for their work and provide an atmosphere of collaboration, employees are more likely to feel comfortable in their position and their work. This cultural shift can dramatically increase employee retention.

David Klein is a leading Executive Recruiter & Headhunter with over 15 years industry experience.  As Director of Recruitment Strategy for KDS Strategic Search., he has achieved industry-leading success. David has successfully led, trained and introduced many to the art of Executive Recruitment and Headhunting.  646-650-2833 or david@kdssearch.com.

Filed Under: Engaged Employee, Generation X, Retain Best Employees Tagged With: #employee_loyalty, #loyal_employees

How to Retain Your Best Employees…

January 9, 2017 by gswartz

In order to address any ongoing problems in your organization, it is essential to look at the source of the issues first.  If your company is progressively loosing great team members, you should really study the reasons why they are leaving in order to react appropriately.  There has to be something your firm can do to stop this, and it might need to be more than offering a few additional perks here and there to retain your best employees.

 Five tips to increase your staff’s motivation

Motivation, satisfaction and retention, all go hand and hand.  Finding what truly motivates your employees and see how you can meet most of their needs is part of the solution.  People need to feel understood and respected.  They also want to feel that the company they work so hard for cares about their future, and puts the needed efforts to show them.  Here are some of the most useful tips you consider when you are interested in improving your staff’s retention.  Remember, as a leader you can certainly influence greatly how your employees feel when they show up to work every day. 

  • Be open minded: although every firm has to implement certain policies, there has to be room for exceptions. Flexibility can go a long way when it’s necessary.  The more you bend backwards for your staff, the more they will express their loyalty towards you and your organization.
  • Always communicate: you can choose different ways to contact your staff. You will not always be able to sit down face to face for a meeting or to tell them about their new assignment.  However, make sure you do write them a note, email or call them to make sure they understand the instructions and thank them for their dedication.
  • Ask for input: as a leader, you will give feedback to your employees on a regular basis, it is part of your responsibilities. You should request or encourage from them to do the same.  Welcome their suggestions, comments and let them share how different they would manage a certain project or close a certain sale.  You can both learn from each other.
  • Include everyone: as a manager do make sure you pay attention and try to understand all the members of your team, even the ones that can seem challenging at times. Often the people who speak louder, are more expressive or perhaps even a little defiant, are more passionate individuals and can make excellent leaders if coached well.  Do not exclude them, instead thrive to understand them.
  • Find out your staff’s goals: Finally, you should definitely understand what your employee’s goals are. Being involved as a manager in your employee’s future will create a long lasting relationship that will benefit all parties involved. There is no reason why you should not favor internal promotion comparatively to external hire.  It is cheaper and it can help increase significantly your retention rate.  Think about it, everyone at some point wants to learn new tasks and/or earn more money.  By being aware of your employee’s hopes and expectations for the future, you can train them and help them achieve their goals, and get that other position they have been dreaming of.  It’s a win-win solution.  You keep a motivated and loyal employee and that person does get exactly what they were after.  Everyone is happy, everyone is more productive, everyone stays put.

As a manager, you need to realize that retention is an issue that can be avoided or reduced when you do pay attention to what is truly going on with your employees.

David Klein is a leading Executive IT Recruiter & Headhunter with over 15 years industry experience.  As Manager of Recruitment Strategy for KDS Staffing, Inc., he has achieved industry-leading success. David has successfully led, trained and introduced many in the art of Executive Recruitment and Headhunting. If you or your organization would like to discuss hiring needs, contact David at 646-650-2833 or david@kdsstaffing.com.

Filed Under: Engaged Employee, Retain Best Employees Tagged With: #employee relations, #employee_engagement, #employee_training, #retain_best_employees

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Is Employee Loyalty Dead?

Is Employee Loyalty Dead?  Until the 1980s and 1990s, there was a culture of hard work. If a team member was dedicated, trustworthy, and reliable, they were rewarded with job security. It was not unheard of to begin your career at the bottom of an organization and work your way up the corporate ladder until […]

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