Buck Bond Group
How managers can foster employee loyalty

How managers can foster employee loyalty

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Let’s face it: we’ve all seen good and bad managers in the workplace. But sometimes there’s a leader who is like a magnet – team members stay and thrive for the long haul, while others always want to join.

So, what is it that draws talent to that leader and how can others harness it to build success in their organization?

Loyal employees — those who feel committed to their work and their organization — are extremely valuable to the company’s success. Firms that foster employee loyalty experience reduced turnover, increased productivity, enhanced company culture, and improved customer satisfaction — all of which are vital to the success of any business.

We’ve identified four key traits of managers who build that sense of loyalty to the organization: connecting with employees, opening new challenges, instilling purpose, and recognizing personal achievement.

Be real and expect real.

Humans seek connections with other humans. Good managers truly get to know their teams and share who they are as well. They help them strengthen their family and community connections outside of work. That deeper understanding inspires loyalty and often enables greater flexibility and understanding when facing tough challenges. But the best managers take it one step further, being open and direct with feedback, vision for the organization, as well as challenges and opportunities the team is facing.

Keep boredom at bay.

People stay loyal to managers who open new doors, give new challenges and consistently look for new and better ways to do things. In other words, with these managers, there is no same old, same old. They are committed to creating a culture of continuous improvement, even if that means taking risks, by:

▪ Making it clear that employees can count on their support internally, even in challenging or uncomfortable times.

▪ Letting employees know that mistakes are an opportunity to learn and grow.

▪ Encouraging team members to question the status quo.

Bring purpose and community.

The best managers inspire excellence within their teams. Rowing a boat by yourself is not nearly as exciting as rowing part of a crew, working together to win a race. People are loyal to leaders who identify shared goals, bring to life the higher purpose driving their efforts and celebrate the team achievements that could not be possible by individuals acting alone.

Recognize individual contributions.

On the other hand, employees need to know their manager sees and appreciates their individual contribution. The key to an effective team is knowing that everyone plays a special role based on their individual, best skills and passions. Leaders need to know what really jazzes each person and makes them feel like they almost weren’t working. They also needed to create a situation where people felt comfortable to say, “I don’t do [fill in the blank] well” and know that the team would rally around them.

How do these traits impact retention?

Employees who feel valued, successful and enabled to grow are far less likely to leave. Why take a chance at another job where they may not get the same support?

Managers who demonstrate these traits are not just building loyalty but creating an employee experience that would be hard for the individual to find elsewhere: deep connection to their manager and the team; solid understanding of where they stand and where the organization is going; and having opportunities to learn and grow.