Loyalty in the Value Proposition

 

In an interesting conversation that came up recently, one colleague was telling me about the value proposition between an employer and an employee. He opined: Loyalty is not one of the effects of a good value proposition. It is a critical component.

I must agree. What does an employee’s loyalty mean to an organization - is it measured by the number of years an employee works for the company? Or does it have more to do with whether the employee is willing to go that extra mile for the sake of the business?

Once upon a time, loyalty may have meant starting your career at one organization and retiring from the same one. But today, an employee is able to recognize the fact that he/she has so much more to offer. If you are a manager, take a look at your own team. How enthusiastic are they in the work assigned to them? Do they collaborate and share ideas to proactively increase the standard of their deliverables? And most importantly – would your team mates recommend your team, and the organization as a fine place to work?

Direct questioning is usually not the best way to do the measurement. The key here is subtle observation and… pardon me…. Reconnaissance! Effectively measuring this would offer you multiple advantages.

1.    It gives you an idea of the loyalty graph of your team members

2.    Tells you ways to increase productivity within your team and inspire people to perform well

3.    Gives you an excellent measurement of how you have been performing as a manager!