Being Loyal to Your Employer 2023

Loyalty is not something an employer should demand. It must be worked up by continuously developing the relationship with the employees.

In a personal relationship, loyalty and trust are something you deserve overtime. You like to start trying with the need to both prove and be convinced. And if the other party lives up to your expectations and it seems like a good match for both. The trust between you will increase and so will the loyalty.

However, it does not stop there.  Being Loyal to Your Employer.

It is not the case that if you have first agreed to have trust and be loyal to each other, then you are forever. A relationship is something you have to work on continuously. Where parties are dependent on constantly maintaining and building on the trust and loyalty you have built up over time.

This is also the case in working life.

Also Read :- Best Online Part Time Jobs from Home

In working life

In working life, however, disloyalty is perhaps a more important concept than loyalty. Disloyalty is primarily to undermine the company’s interests by using information one would not have had access to, given that one did not work there. It is quite clear that a company must and must be able to demand that this does not happen.

Traditionally, Being Loyal to Your Employer or the loyalty between employer and employee has been considered a one-sided loyalty. That is always what employers expect from their employees. And if you are not loyal, then you are disloyal.

This can give the feeling that you owe the employer something beyond doing your job every day, without the employer owing anything in return. That you owe it to them to stay there for a given period of time regardless of what is appropriate for your career. And that you owe it to them to obey orders blindly. Being Loyal to Your Employer

opposing the management’s decision is always considered disloyal. Following one’s own ambitions and thinking about opportunities outside the employer has been considered disloyal. Using a workplace as a springboard for one’s own career development has been considered disloyal.

The question is whether this is a sensible interpretation of loyalty for future employers.

Loyalty

I believe that loyalty is not something an employer should demand, but rather something an employer should earn and keep through continuously developing their relationship with their employees.

Because it is no longer the case that people leave university, and enter jobs where they work their entire working career, receive a silver spoon, a gold watch and a meeting with the CEO, before handing in their admission card on retirement day. The jobs that exist today do not have to exist in a few years. Competence has become fresh. Society is changing.

Is loyalty necessarily among the most important qualities a company should value its employees for longer?

I do not think so.

All too often, the employees who are described as the most loyal are also the least ambitious. If you as an employee no longer have the drive and desire to develop further in your career but are satisfied where you are, it is easy to be perceived as loyal. Does a company really want this?

Loyalty among today’s young people

Among today’s young people, and among the next generation of employees, I think it is much more important to look for qualities such as thirst for knowledge, curiosity, ambition, willingness to take risks, and brutality.

Employees who possess these qualities will sometimes have on average fewer years with an employer than previous employees have had. What will keep them in a company over time is not loyalty. But rather that the company manages to challenge, develop and take care of the employee overtime.

It is up to the individual company to define how one views the lack of “traditional loyalty” among employees in today’s labor market. Some choose to put the spotlight on the downsides it provides for the organization related to people quitting.

It is believed that the most important thing in today’s market. The company makes sure to get the most value out of its employees as long as they are employed. This is done by challenging, developing, and taking care of the employees in the best possible way.

Long working conditions are important for all employers. It ensures continuity and predictability. It is also much more expensive to hire new people than to keep the ones you already have. However, this is only true, as long as the employee is motivated and continues to provide value and continues to evolve. At least in the consulting industry where we operate.

If a company fails to keep employees motivated, continues to develop them and continues to give them new challenges. It is probably best for all parties to let them seek new challenges outside the company. Especially if seen in a slightly longer perspective.

The ability to challenge

The ability to challenge and to create value are more important qualities than those often associated with loyalty. I want to hire a person who dares to challenge the current situation and thus has the potential to revolutionize how we work with system development in our projects, even if he does not stay long in the company.

This person’s contribution will probably mean more to the company than what the loyal employee without personal drive, ambition and rawness contributes throughout his career. Also seen over time.

My hope is therefore that the employers of the future will be able to see the value in the employees you have while you have them. That they treat those who germinate who have not yet blossomed, who need nourishment and care to reach their potential. Furthermore, I hope that if the company in the long run does not manage to challenge the employee enough, then you let them go on and wish them luck on the road.

 

Click Here to find the latest job Vacancies

 

About The Author