4 Top Tips for Improving Employee Loyalty

Oftentimes, human resource professionals and managers increase worker engagement to retain top talent, but sometimes building employee loyalty in the organization can be more effective. In today’s expanding marketplace, workers aren’t staying with one company like they used to. Therefore, developing trust between leaders and staff members is essential to creating a talent pipeline. It keeps your best workers around for the long run.

Here are four ways to build trust and improve employee loyalty:

1. Be consistent 

Workers who see their managers go back on their word or disregard an official policy may not feel loyal to the company. According to Forbes, trust comes from consistency. Think about it … supervisors who are open with their employees create a positive workplace atmosphere. That, in turn, causes staff members to want to come into work every day. Inc. magazine recommends leaders clearly define employee roles, provide reasons for any changes and stick with company policy. If there is a legitimate reason why you cannot provide reasons to your employees (like, legal issues or if there is an impending sale, for example) then be honest with your staff that you will let them know the particulars as soon as you are able. If you’ve built up the trust factor, they are much more likely to accept the fact that nothing is being hidden from them.

2. Provide challenging opportunities  

Inc. also suggested managers provide employees with the chance to do great work. People are likely to stay with a business when they feel positively challenged. Doing something important for the company is exciting. Inc. suggested they are more likely to stay with the business and understand that they are valued by their employer.


3. Value communication

Not providing feedback to employees’ about their performance or communicating about changes in the company can damage workers’ perception of their employer. TLNT, a human resource site, advised managers to identify and notify members of the workforce about any business or leadership developments. Valuing consistent and continual communication is important to retaining workers and keeping them engaged in their jobs. Understanding what is going on in the company can provide employees with insight about career opportunities. Or, about professional advancement with the organization, which can keep them with the business well into the future.


4. Model the behaviors you want to see in others

“Do what I say, not what I do” was a phrase heard by workers back in the day. Fifteen or twenty years ago, managers could get away with it because much of the workforce tended to stay put. Today, half your work force has no problem going someplace else if they feel you’re not sincere and honest with them. And, don’t think it’s just the millennials. Gen-X and Y and even the younger side of the Boomers feel comfortable seeking more fulfilling places to work today.

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