‘Loyalty’ is an essential trait that most employers dream of having with their employees. Some companies even start looking for this trait from their candidates during their initial screening process- and may just end up lucky if they haven’t measured it before. How do you measure ‘Loyalty’? Is it the number of years of rendered service or quality of work given to your organization? It may be one or two of these things, but we can also agree that we can use both.
Are they really Loyal? (or Comfort Zoners)
With your loyal workers, you might find positive traits such as contentment with their current tasks, duties, and responsibilities. The ugly side of the story though is that the same employees might also be no longer inclined to advance their skills and may not even show any interest at all to move up the career ladder. What’s worse, they may also be the same people who doesn’t like to take on new roles that can help your organization grow even if they already have the necessary knowledge and experience.
Promoting a Proactive Culture
Establishing a culture of proactivity is essential but it’s definitely not an easy feat for any organization. It requires a visible culture that encourages it and more importantly, innate qualities and traits from your employees. This culture requires the help of your managers and supervisors so they can instill it with your employees by encouraging them to mold new skills and allow themselves to be groomed as future leaders of the company. Is it a lost cause if your management team tries to influence those employees who fall short of these important qualities?
Your leadership team needs to objectively measure the qualities and traits of your employees so they can identify the strengths and weaknesses of individuals. In order to continue to promote this culture, they will need a tool to help provide them with insights. These valuable insights can be used to help devise employee developmental programs and improve your hiring selection process. Measuring these qualities and traits is already possible through an assessment tool that can specifically measure Leadership, Entrepreneurship and Innovation.
Going back to our question if it’s a lost cause, it’s definitely not a losing battle. Loyal employees have already shown what they can do for your company through years of dedicated service. It only becomes a lost cause if you miss out on the opportunity to push them out of their comfort zones.
It’s your FAULT when Loyalty harms your Organization
There’s no doubt that loyalty is an important trait that organizations should look for when hiring and building their teams. You need to have your employees undergo constant learning and re-learning of the necessary skills to help sustain and grow within your organization.
Allowing your loyal employees to remain stagnant, with no particular goal in mind, can do more harm for your organization. So if it’s a question of company loyalty, you should definitely welcome it but only if the same individuals remain steadfast in learning and acquiring new responsibilities as individuals and employees with your organization through the years.
For more information on how you can start to measuring Leadership, Entrepreneurship and Innovation qualities of your candidates and employees, you may get in touch with us so we can setup a free trial assessment for you.
Let us know how you would respond to this question between a CFO and CEO by typing on the comments section below:
CFO: What happens if we train them and they leave?
CEO: What happens if we don’t and they stay?