Thursday, January 7, 2010

The Loyalty Myth

HR people are often cajoled by peers and other managers, or cajole peers and other managers into thinking that loyalty is one of the end all employee traits. We put it on our appraisal forms, we speak of it reverently, and hold those possessing it with esteem.

Let's talk about the loyalty myth. We all want to believe it, but if we're really honest with ourselves it is a myth. Loyalty is easy to praise and easy to identify, because it isn't a difficult "performance trait" to spot. You either stay with the company, or you don't; loyal or disloyal. You either get behind the initiative, or you don't. You either...you get the idea...

Individuals need to be loyal to themselves. They have a responsibility to do what is best for them. The employer has the responsibility of creating a work place where people are challenged, and want to stay because the work is so fulfilling, the rewards so compelling, and the upside so...up, they don't want to leave. Employees who choose to do great work, contribute, and grow, are valued greatly by their employer. The employer in turn wants to provide opportunities, growth, compensation, and challenging work to retain that employee indefinitely. The relationship is mutually great. Each benefits by the actions of the other.

Employees who choose to be mediocre, or worse, should be coached to improvement, or removed. The company shows its weakness (disloyalty) when it fails to take action to remove those negatively affecting the high performers and high potentials. It is disloyal to force employees to endure sub-par performance, or to endure political and social shenanigans (Did I just use the word shenanigan?)

Like Drago said in Rocky IV; "I win for me. FOR ME! Like Drago, I am loyal to me. And, I can still perform great work, make a positive difference, and contribute to the organization's success; I just do it on my terms. And this is even better, because people who are choosing to do great work are engaged, and that is a topic for another post.

No comments:

Post a Comment