How to Evaluate an Employee Loyalty

By reading "How to Evaluate an Employee's Loyalty", you'll learn to assess value and potential retention of your employees. Additionally, you'll have the framework for developing a plan for retaining employees and improving the morale of your staff.

Things You'll Need

• Attendance Records
• Employee Evaluations
• Job Satisfaction Survey

Instructions

1. 

   Attendance - The first indicator of employee loyalty is attendance. If an employee doesn't have appreciation for the time that is assigned for work to be done, they don't have much regard for the business entity and/or supervisor who is assigning the work. When the morale of your staff is high, so will be the dedication to getting the work done and the level of work performance that is given to the task. This is a clear and simple indicator of employee loyalty.

2. 

   Compliance - Compliance is the 2nd indicator in understanding the amount of loyalty that your employees have. A loyal employee should demonstrate a willingness to comply with all policies and procedures. If they are not compliant or not willingly compliant, it's an indicator that your employee feels something is wrong and unfair. An employee's concerns about the necessity to comply with certain policies and procedures are important to address with a sense of urgency. You want your staff to feel as though you are an advocate for their morale. You can reference cumlative compliance by referring to past evaluations.

3. Confidence - Do your employees voice confidence in their leadership? If they do, then they will demonstrate loyalty to the employers. If not, they won't. Job satisfaction survey's will give you a good point of reference to determine the confidence of your staff.

4. Competence - Do your employees feel competent? This is the most important indicator. If your employees know what's expected of them, have the tools for doing a good job, and feel supported by the leadership of their supervisors, then they will demonstrate the highest level of loyalty and performance that they are capable of giving. Competence, ultimately, will single handedly determine the morale, retention, and loyalty of your employees. This is more important than pay, benefits, and opportunity for advancement!

Tips & Warnings

• Make sure you give employees regularly scheduled performance evaluations.

• Make their concerns your priority, even if it's not your priority.

• Don't correct the performance of your employee when you're angry. They receive the direction better if you're "giving them the tools they need to do a better job", opposed to "reprimanding them."