The Misguided Search for Loyalty in the Workplace

In today’s competitive job market, many employers emphasize loyalty as a core quality they seek in their employees. In some cases, this is even highlighted during the hiring process, and candidates may undergo psychological profiling to assess their loyalty alongside other traits. Of course, the definition of loyalty can vary depending on the role and the manager’s perspective.

For business owners, loyalty often means retention—employees who are unlikely to leave the company. In larger corporations with complex hierarchies, loyalty may take on a more nuanced, and sometimes troubling, meaning. It might be about adhering to a manager’s opinions, avoiding conflict, and, in some cases, participating in political power games within the organization. Here, loyalty is less about commitment to the company’s mission and more about unflinching allegiance to one’s superior.

However, I firmly believe that loyalty as an ultimate employee trait is overrated and, in some cases, detrimental. Overemphasizing loyalty can lead to a mediocre team, one that lacks initiative and is overly dependent on managerial guidance. Such teams often avoid questioning decisions, refrain from offering alternative perspectives, and fail to voice their opinions publicly. The result? A stagnant workplace, void of innovation and critical thinking.

Don’t get me wrong—loyalty is valuable. But true loyalty should be earned by employers. It is not something that should be expected from an employee simply because of their personality or job profile. Employers should cultivate loyalty through their actions, by creating a culture where employees feel respected and valued.

So, how can you earn your employees’ loyalty?

• Treat them well: Respect and fairness go a long way in building trust.

• Compensate them fairly: Pay in accordance with market conditions, recognizing their contribution.

• Trust their abilities: Show confidence in their decisions and skills.

• Listen to them: Seek and genuinely consider their input.

• Show empathy: Understand their challenges and support them when needed.

• Allow room for mistakes: Let them grow by giving them the space to fail and learn.

• Support their initiatives: Encourage creativity and new ideas.

• Give genuine praise: Recognize achievements but be authentic.

• Challenge them: Offer tasks that push their limits and help them develop.

In short, loyalty should be seen as the result of a healthy, trust-filled workplace, not a prerequisite for being hired or a requirement to stay employed. When employees feel respected, valued, and trusted, their loyalty will naturally follow.