3 Ways to Create a Culture of Loyalty

I read an article recently about workplace cultures, and how 81% of workers indicated they were willing to leave their current position. When asked about the reasons for wanting to leave, they were incredibly enlightening:

Lack of work-life balance Lack of flexible work schedule Lack of remote work options Lack of growth opportunities At first, what stuck out to me was the perceived rigidness of their current places of employment. But then what stood out to me more was a lack of loyalty that feels ever-present in our current professional climate.

However, loyalty is something that can be cultivated and developed. It is entirely possible to increase the connection between you and your team and create a culture of loyalty.

How do we do it? I think there are three key steps:

1. DEMONSTRATING PERSONAL SELF-AWARENESS

This might not feel applicable, but stay with me here: when we are self-aware and can demonstrate humility, authenticity, honesty, teachability, approachability, and vulnerability, it sparks connection. And when we spark connection, we then get buy-in from those around us. By tapping into our own humanity with our teams, we quickly go from being a level-one leader (positional) to a level-two leader (permission).

2. EMPOWERING PEOPLE

If a team member feels hamstrung by micro-management in everything they do, there will be zero sense of loyalty. But if they feel empowered in their work to take risks, develop ideas, and feel ownership, it cultivates loyalty to the work, the team, and the leader. How do you empower them? Model it for them—in the same way you model self-awareness, let them see how you feel empowered, then equip and develop them in the same way.

3. HAVING A CLEAR SENSE OF PURPOSE

The younger generations just don’t feel loyalty toward their specific companies the way older generations did. Long gone are the days of remaining at one place for 20 or 30 years and retiring with a watch! But what these generations do feel loyalty toward is a sense of purpose in what they do, and loyalty to a sense of overall wellbeing and balance. If you can provide clarity of purpose in what they do, and not who they do it for, loyalty will take deep roots. Work that is substantial creates a team that is steadfast! And if you can help them feel an overall sense of wellbeing, they will remain loyal for far longer.

4. RECOGNIZING AND REWARDING ACHIEVEMENTS

Loyalty often grows from feeling valued. Taking the time to recognize the hard work and dedication of your team members can have a profound impact on their connection to the organization. Public acknowledgment during meetings, personalized notes of appreciation, or meaningful rewards tailored to individual preferences can make employees feel seen and appreciated. Remember, loyalty thrives in an environment where contributions are noticed and celebrated.

5. INVESTING IN GROWTH AND DEVELOPMENT

Another way to foster loyalty is to invest in your team’s professional and personal growth. Offer opportunities for training, mentorship, and skill-building that align with their career aspirations. When employees see that their leaders care about their long-term success, they’re more likely to stay committed to the organization. Growth opportunities show that you’re not just invested in the company’s future but in theirs as well.

What are some ways you’ve been able to cultivate loyalty in your own organizations?

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