The loyalty pledge
An old lady had always wanted to travel abroad. Now that she was getting on in years, she thought she would like to do so before she died.
She’d never even been out of the country. So, she began by going to the Passport Office in person and asking how long it would take to have one issued.
“You must take the loyalty oath first,” responded the passport clerk. “Raise your right hand, please.”
The old gal raised her right hand.
“Do you swear to defend the Constitution of the United States against all its enemies, domestic or foreign?” was the first question.
The little old lady’s face paled, and her voice trembled as she asked in a small voice, “Uhhh… all by myself?”1
There was a time a similar pledge of loyalty was instituted by companies for their workforce. There was a time when the word “loyalty to the company” was part of the corporate values jargon, and it has disappeared today. You may still have “malasakit” (empathy, compassion, self-sacrifice – which does not capture its beautiful Filipino essence and meaning in an English word), but have you ever wondered why “loyalty lost its prominence and become a forgone conclusion?”
“Loyalty” once stood as a symbol of unwavering commitment; a value etched into the fabric of organizations has shifted, and the dynamics of loyalty and engagement have transformed into something more intricate and nuanced.
Loyalty is a virtue that shines brightly in various aspects of life – among friends, family, and ardent basketball fans. However, the narrative takes a more intricate turn when it comes to employee loyalty. In today’s world, loyalty has evolved into a more transactional concept shaped by complex variables.
Unlike the more intricate relationship between an employee and their company, loyalty between friends does not involve performance reviews or cost-cutting retrenchments. Loyalty in this context is often less reciprocal, with the attachment flowing more fervently from the employee to the company, while the company itself may remain largely indifferent.
Employers are conscious of the delicate balance of loyalty to retain valuable employees. Retention bonuses and incentives acknowledge that even the most devoted employees may require a little encouragement to remain. As the transformation of loyalty unfolds, it becomes evident that this allegiance is a self-interested decision rather than a moral mandate.
Loyalty, therefore, demands equitable treatment, a bond that remains malleable, not a habit encased in rigidity. Decisions should stem from genuine affinity, not just a sense of duty.
The modern workforce craves a sense of belonging, yearning to invest their finite time on this decaying planet into endeavors that resonate with their aspirations. The soon-to-be majority of Generation Z workers validate this observation.
Where does loyalty genuinely reside? Management scholar Matthew Bidwill contemplates the fading notion that organizations are obligated to safeguard the interests of their employees as they once did. This dwindling sense of organizational responsibility correlates with a perceived decline in employee loyalty. Yet, Bidwill challenges the conventional stance, suggesting that employees were never genuinely loyal to their organizations, regardless of economic climates. Instead, he posits that individuals harbor greater loyalty toward their immediate surroundings, such as their managers, leaders, colleagues, and clients. This loyalty, deeply intertwined with professionalism, emanates from the intrinsic value of the work itself.
Loyalty dovetails into the distinction between loyalty and engagement, two facets that often intersect yet diverge.
A checklist emerges, elucidating the elements that foster retention:
• Engaging, challenging work that stimulates intellectual growth. A sense of autonomy, empowering employees to tailor their approach to tasks.
• Opportunities for advancement and continuous learning. Room for personal growth, encompassing career advancements and skill development.
• A work environment that encourages support and collaboration amongst colleagues.
• Leadership that fosters inclusivity and transparency creating an environment where employees feel valued and trusted.
Equitable compensation is reflective of effort and contribution.
• Acknowledgment for accomplishments. An understanding of how daily efforts contribute to the overarching operation with corresponding recognition that acknowledges the dedication and extra effort given.
• A strong sense of pride in the organization’s mission and products, and an environment where employees feel a deep sense of belonging and commitment.
There is a shift from traditional loyalty to contemporary engagement. The foundation of loyalty and allegiance should be rooted in reciprocal respect, ethical treatment, and an environment that fosters individual growth. Loyalty evolves beyond moral obligation into an empowered choice, where individuals align themselves with entities that offer mutual growth, respect, and fulfillment.
Look over the list again, and you will understand why inspiring leadership development and training today is essential. And holding up your hand and doing a loyalty pledge does not mean much today.
(Francis Kong’s podcast “Inspiring Excellence” is now available on Spotify, Apple, Google, or other podcast streaming platforms.)
–––––––––––––––
- Latest
- Trending
