Organizations desire employers and employees who are loyal.

When employers and employees are loyal to one another, employee satisfaction, productivity, and company profitability increases.

In the workplace, there are those who foster trust and earn loyalty, and those who abuse trust and loyalty for personal gain. Those who command the loyalty of those around them because of their title, and those who’ve earned loyalty by gaining their employees’ trust and respect.

The difference of loyalty is whether an employee is following the actions of a manager or that of a leader.

Titles and desks don’t make great managers or loyal employees – Chery Gegelman

In definition, loyalty is a strong feeling of support to either a person, place, or cause. It’s an intrinsic characteristic based off of one’s emotions and commitment.

Too often, employees display loyalty to their supervisor because they’ve been taught that they are always right – that it’s their way or the highway.

Some companies abuse their loyal employees by asking them to do more than others.

Loyalty is not always saying yes.

An example of loyalty is when employees look to their supervisor for help.

However, if help is not provided, employees grow frustrated and judge the effectiveness of their supervisor, resulting in a loss of loyalty.

In order for loyalty to be present, employees need to feel secure.

When supervisors are aware of their employees wants and needs, employees are more inclined to be devoted producing good work.

Relationships are the cornerstone to leadership. When there is a personal connection, people are more inclined to go above and beyond. Which means loyalty needs to start with management.