Four basic forms of employee loyalty
Get fully involved with one Company Being able to identify means being true to oneself. So there is the loyalty to oneself, inwards, and the loyalty to others, to the outside world. In detail, four foreign loyalties can be recognized at first glance:
- The loyalty to the company as such
- Loyalty to direct leadership
- The loyalty to colleagues and contact partners
- The loyalty to your own work
The career portal Monster has recently made an online survey, in which just under 25.000 European workers have participated. The question, "Whom are you most loyal to at work?" Was answered as follows:
- Me myself 33%
- My team 32%
- My company 19%
- My boss 10%
- No one 6%
Above all the German workers showed a striking lack of loyalty to their superiors. With seven percent, they come to the lowest value in Europe. This is dramatic, because another loyalty is added: the loyalty to one's own networks.
A new phenomenon: the fifth loyalty
In many people there is a desire for variety and the irresistible urge to break into new shores. And today's working world makes the nomadic job of many people indispensable. But at the same time, we also cherish the deep need for belonging to a group of like-minded people.
Network building on the Web is a visible sign of this. This also continues in online gaming. The most popular games are community games. And most of the time, it's not just about getting badges and higher levels, it's also about being accepted into prestigious communities and guilds to win together.
Social networks are nothing more than new havens and modern forms of herding. "Social media is just the digital equivalent of a fundamental human need. We want to be connected, make a difference, have influence, be missed, "says online expert Seth Godin.
Social networks are interconnected catalysts
In times of isolation, creeping isolation and social autism, collaborative companies can give people a home. Especially the young generation, where there are so many key and patchwork children, is looking for new forms of coexistence. And in digital networks these are found.
The attachment to such "election relatives" put millennials above other values. With them, they feel the same life attitudes, similar worldviews and shared experiences.
In his peer-groups you help each other with good advice and stands for each other. You influence your life decisions and do the same things. Status comes from what you do for others, and not from who you are.
Horizontal loyalties are more important than vertical
Former loyalties were vertical. For example, a die-hard Siemensian - a Siemens employee - was loyal to the company for a lifetime. Such topdown loyalties are eroding at the moment.
There is no longer the unconditional sovereignty of authority. Horizontal loyalties have taken their place. Networks have replaced the hierarchy as a principle of organization. And they are everywhere to the safety net, where conventional safety nets fail.
Because the so-called "strong ties", which included traditional family groups and lifelong employment, are threatened with extinction. In their place are the "weak ties," the loose bonds.
All five loyalties must be developed
The loyalty of the younger generation belongs to the peers, the circle of friends, the loose relationships in the professional and private sphere. They are connected with one another.
Overall, all five loyalties must be developed. If one falls by the wayside, then this has a detrimental effect on the loyalty of employees. Which of the five is in the foreground, that varies from person to person.
For example, while the loyalty of the "Analog Senior" belongs primarily to the company, the loyalty of the "Digital Natives" belongs to their network. For them, their own employer is nothing more than one of several networks in which one moves in parallel.
Companies that are able to reproduce network-like structures are worth a longer stay for them. Organizations, on the other hand, who forbid them to live their network loyalty, are not considered for digital natives.
More knowledge - PDF download, eCourses or personal advice
Offline download: Download this text as PDF - Read usage rights, Because we do not automatically submit the title of this text for privacy reasons: When buying in "interests" the title register if support is needed. After buying text exclusively Download at this URL (please save).
Your eCourse on Demand: Choose your personal eCourse on this or another desired topic, As a PDF download. Up to 30 lessons with each 4 learning task + final lesson. Please enter the title under "interests". Alternatively, we are happy to put together your course for you or offer you a personal regular eMailCourse including supervision and certificate - all further information!
Consultant packages: You want to increase your reach or address applicants as an employer? For these and other topics we offer special Consultant packages (overview) - For example, a personal phone call (price is per hour).