How to Evaluate an Employee Loyalty

Determining your employee's loyalty revolves around some general conceptions of loyalty and your particular personality. According to Inside Indiana Business report, 34% of employees say they are not loyal to their company and expect to leave within 2 years. This is a huge retention problem costing companies more because of employee turnover and the subsequent loss of intellectual capitol which is hard to retain and grow.

Instructions

Difficulty: Challenging

Things You’ll Need:

• Personality test
• Computer
• Open mind

1. Can't look you in the eye Look for characteristics of employee disloyalty: *Can't look you in the eyes *Gossiping especially about their leaders *Values do not match with organizations *A sense the company "owes me attitude" *More interested in their career than the mission of the company *Carry out intentions of leadership half-heartedly
2. You are a blend of 4 personality types Take a personality test to determine your joys, values, strengths, and stresses. Learn the personality type of your employee. Determine if there are inherent conflicts in your personality types which led to the possible causes of your questioning their loyalty.
3. Do you define loyalty like I do? Define loyalty for you and your employees. Consider the generation you and your employees came from. Is your conception of loyalty consistent with your generation and inconsistent with your employees? If so, the perceived loyalty issues could just be a generational communication issue.
4. We define loyalty differently than he does Assess if expectations were communicated by the supervisor and received by the employee through the filter of personality and generational issues. If not adequately communicated by either party, then proceed to three possible courses of action based upon how difficult the communication issue: A. Discuss issues with employee based upon new insights. B. Find neutral party to help facilitate the differences. C. Go through a formal mediation process.
5. I'm independant and will move on if I don't get along with my supervisor Overcome disloyalty: *Train/educate employees on career enhancing knowledge, skills, and abilities *Different personalties view loyalty differently so be aware and embrace personality diversity. According to Lauren Keller Johnson, business writer, she offers the following: *Align career growth with company goals *Design work with variety and autonomy *Focus on relationships *Link employee's values with company's vision

Tips & Warnings

• Different personality types view loyalty differently
• Gold or SJ give loyalty to the organization
• Green or NT place loyalty in a rational/logical/systems manner not blindly to a person or organization. If either is incompetent, a Green will feel incongruent and not give their loyalty
• Orange or SF views loyalty if he/she enjoys working for a particular supervisor or company
• Blue or NF are extremely loyal to their supervisor when their unique contributions are recognized
• Loyalty should go both up and down the organization
• If a supervisor questions the loyalty of the employee, then a personality, values, or generational conflict is most likely present
• Generation Y seems to disappoint in the workplace as indicated in the ABC News Report listed in the reference section. Generation Y loyalty is more to the person or team, not the supervisor
• Generation X rebelled against the traditions espoused by the Baby Boomer because of the lack of job security...more of a take the money and run attitude