Employee Loyalty

One constant trend throughout many organizations if not all is the struggle in finding qualified candidates to fill job openings. Not only is it difficult to recruit skilled workers, but also to retain them. Going back to my parent’s work experience, companies expected job loyalty, but today, I noticed and read stories of employees accepting other job offers only weeks after being hired. I wonder if people have changed or is it that employers are not able to satisfy employees. To completive and win the battle for workforce share, organizations should rethink their strategies to effectively recruit, motivate, and retain committed employees.

Organizations with high rates of employee retention concentrate on creating four distinct cultures that keep people focused on the organization and its goals. The purpose of this article is to explore these four cultures and to recommend practical strategies for developing these cultures in your workplace. Effective retention cultures include an intense focus on choice, balance, development and care.

Retaining employees is one way the turnover rate can decrease, Branham (2000), focuses on retaining valuable employees by incorporating four key elements. The first key elements is, “be a company that people want to work for”. There are many companies that have been labeled as, “employers of choice”. These employers all have something in common, which is how they value their employers (Branham, 2000). They treat their employees with respect and like family. With being an “employer of choice,” people are the most valuable asset; not just customers but employees too. Many companies go above and beyond for their customers, but not for their employees, yet they wonder why they are losing valuable talent.

As defined in the Oxford Dictionary loyalty is, ?steadfast in ones allegiance to a person.? This can come in many forms, whether it?s loyalty to your partner, your favourite sporting team or as in this case the Company. Managers must be able to trust their employees. Giving responsibilities and passing on

From my point of view loyalty is owe to the employer. The employee shows the greater duty of loyalty because an employee should act for his employer’s benefit when engaging in any conduct that relates to the employment.

Loyalty is the girl that waits for her friends even when they do not wait for her. She is the one left behind when she has to use the bathroom at the mall. Her pocket change and wallet might get hindered over the week when Selfish and Conceited are short on money, but it is all right. That is what friends are for. Loyalty might give them a ride home, saying that it is ‘all right’ when their cars are low on gas and can not make the two trips. Starting to move to the sidelines of their friendship circle, she still laughs and smiles whenever someone makes a joke, because that is what friends do. Loyalty gets happier than she should when the conversation gets directed at her only for someone else to interrupt, right as her mouth opens to begin

Secondly, Loyalty was a big thing for Nokia to grow and became a leader. The company took very good care of the employees, the benefit was so good that must people would like to work for Nokia. They were one of the first companies to introduce profit sharing with the employees in Europe. We all so believed in Jorma Ollila the then Nokia CEO that loyalty was a common thing amongst the employees. Wooden mentioned is his book that “a leader who has Loyalty is the leader whose team I wish to be a part” (Wooden, 2005).

These kind of employees remain loyal to the company as they think their company is providing them with benefits and meeting their needs so they should be loyal to their company in anyway. It shows that this type of employees stay in organization even if they are not completely satisfied with their jobs or even if they get better opportunities they will stick to their company (Gellatly et al., 2006).

As indicated by previous studies on satisfaction and loyalty are partitioned into three classes. The principal classification is gotten from administration and study on the satisfaction and loyalty relationship is performed by and large and in hierarchical level. Fulfilment is the foundation of faithfulness that effects on authoritative gainfulness. The second classification has focused on individual level and has examined keeping up client in light of second time purchasing aim. These variables have a critical disappointment in view of the current distinction between one's longing and his/her conduct. The second class asserts that dedication is influenced by fulfilment regardless of the fact that their relationship is not coherent. The third

One of GC3’s biggest weaknesses is its high turnover; therefore, it is imperative GC3 restructure their staff within all levels of the organization to increase employee relations and increase employee loyalty. The following recommendations are for staffing and recruitment within GC3.

Workforce turnover is a complex and important issue amongst today's organisations. It is perhaps one of the most often cited cause of increased cost and decreased productivity. No wonder people management has become an important frontier to extract and create more value from company assets. On comprehending the articles, it has become evident that organisations have moved beyond the traditional approach of only investing in core business activities, to invest in employee retention strategies. Many organisations, for example St. George Bank

Employee retention is a process in which the employees are encouraged to remain with the organization for the maximum period of time. Retention of human resource is beneficial for the organization as well as for the individual too. Materialistic era and utility theory are responsible for changing of jobs. Corporate are facing problems in employee retention. Hiring calibre people to the organization is the perpetual need of organizations, but retention also is

The article discusses other pertinent areas that employers tend to ignore when it comes to ensuring his or her employee retention. It has become apparent that a competitive benefits package does not safeguard the company against an employee seeking employment elsewhere. According to Newman (2015), employers need to “make an initiative to connect an employee’s role and deliverables to the bigger company-wide mission” (para 3). Employees do not want to simply do a job and go home. They want to know that their part is making a difference such as in the health care industry.

Employee Loyalty is a key factor which can be defined as employees who are devoted to the success of their work place and believe that being an employee of the company is in their best of interest. Loyalty doesn’t make a sense that remains employees at the company many years, but with a proven contribution in effective and efficient manner, then of course they don’t have a reason to seek alternative job opportunities. (www.snapsurvey.com)

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