How to Increase Employee Loyalty | HRMS Software

A way to increase loyalty

To increase the reliability, loyalty, loyalty, sympathy of employees for the organization, it is necessary to develop various organizational measures that will increase the level of loyalty of the staff to the required level. Include these activities in the general program of the organization's personnel loyalty development. 

Types of events 

To develop and increase the level of loyalty, develop activities that will allow you to: create a working atmosphere with a respectful and attentive attitude towards employees; implement organizational fairness in the organization; instill in employees a sense of pride in working in this organization with these colleagues. It is also important to develop activities that will increase the loyalty of employees in the selection, adaptation; training, assessment, motivation, rotation, dismissal, and in other areas of personnel management.

Respect and attention to employees

It is possible to increase the level of loyalty only on condition of a respectful and attentive attitude towards employees both on the part of the management and on the part of the personnel service. From this, it is necessary to start developing activities for the development of loyalty.

It is important to celebrate the successes of employees in material and non-material forms, congratulate them on their birthdays, family celebrations, take care of the comfort in the workplace, provide mandatory (and, if possible, in excess of mandatory) sanitation standards, comply with labor protection standards, listen to requests and recommendations for improving conditions labor, life, and health insurance, etc.

The sincere interest of the immediate supervisor in the employee as an individual often has a very strong motivational effect, which increases employee loyalty to the organization as a whole. It is important to convey to the employee the idea that he is important and the organization cares about him. To do this, it is necessary to direct attention to this fact of the direct managers of employees, if necessary, train them in the tools of motivating personnel.

Organizational justice

The more employees assess the fairness of organizational decisions, the more they believe that the organization cares about them, the more they identify with it, demonstrate greater involvement in the process, and the more they are proud of it.

This behavior of the management makes employees more trust, respect, and attachment to him, and also sets employees up for a more positive attitude towards colleagues of equal status, which improves the general psychological climate in the team.

The management of the organization in its daily affairs, when making decisions, must be neutral, benevolent, and give subordinates the opportunity to preserve their reputation in any situation. It is this behavior that employees regard as proof that the manager has accurate information about what is happening, understands the needs of subordinates, is polite, and respects his team, and this, in turn, increases loyalty to him and the organization as a whole.

It is also important that employees feel that they are being paid fairly for their work. This concept of the fairness of payment is most fully described by the theory of justice.

Fostering a sense of pride

A sense of pride in the organization helps to build and build loyalty. This feeling arises, of course, on the basis of the understanding that the organization is not only an advanced, well-known, strong competitor, takes a leading position in the market, etc., but also takes care of its staff, the environment is engaged in charity work, and participates in social projects the scale of its activities goes beyond the goal of making more money.

Also, less large-scale factors often cause pride in the team: high salaries, a strong social package, implemented advanced innovative ideas, life-long hiring, history of the fall and rise of the organization, etc.

Specially designed internal and external PR companies help to foster a sense of pride. At the same time, it is necessary to take into account the fact that if there are no real achievements and great deeds behind PR companies, then they will give rise to mistrust and disrespect for the leadership in the team, which will reduce the level of staff loyalty.

Loyalty in the selection

Even at the stage of searching and evaluating candidates, select and hire only those who, in addition to the mandatory professional requirements, share the corporate values ​​of this organization, were loyal to the previous employer.

It is possible to find such candidates if the organization has defined the basic organizational values, the corporate culture is developed, its rules and norms are clearly defined and described in the organization's regulatory document. Based on this document, it is necessary to develop questions for evaluating candidates and insert them into the interview plan, candidate questionnaire, questionnaire, and other documents that help to evaluate candidates.

During the interview, it is recommended to find out if the candidate was loyal to the previous employer. To do this, ask the candidate questions:

• what was the relationship like at previous jobs?
• Was it comfortable for you to work in previous organizations, why?
• what was important and positive for you in human relationships at previous jobs and what was unacceptable?
• What do you think of the ideal relationship between employees of the organization?
• what, in your opinion, should be the relationship between the employee and the organization?
• should there be mutual obligations between the employee and the organization, what are these obligations?

During the interview, check to see if the candidate is showing signs of disloyalty. Strive to eliminate hiring employees who are unable to share corporate rules and regulations.

Loyalty in adaptation

Highlight the process of onboarding employees into a separate HR management unit, which requires special attention from HR specialists and newcomers' direct managers. Develop a regulation on the adaptation of the organization's personnel, if possible, develop a mentoring system.

If during the adaptation in the organization they conduct an introductory course, then include in its program a separate block with the corporate values ​​of the organization. Tell your employees the story of the development and growth of the organization, its mission, employee success stories, and so on. Strive to instill pride in the newcomers to work in this organization from the very beginning of their work in it.

Loyalty in training

If an employee sees that the management is planning his professional development and career advancement, then he will be more loyal to the organization.

In this regard, it is necessary to develop a strategy for the development of your organization, individual groups, departments, divisions. Draw up a general training plan for staff, develop an individual development plan for the most valuable employees.

Loyalty in evaluation

Staff appraisal is often a procedure that, if poorly prepared, can harm staff loyalty. If employees do not have clear information about the purpose of the assessment, do not understand the consequences of it, are not familiar with the assessment procedure, and do not trust the assessors, then this event will only cause negativity and fear, and these emotions always affect the general attitude towards the organization and management.

In this regard, when conducting an assessment, it is important, first of all, to observe the principle of “do no harm”, that is, to set a goal - to maintain the same level of loyalty, not to decrease it after the completion of the assessment procedure. In this regard, it is necessary to pay the main attention of the organizers of the assessment to the preparatory information work to reduce the stress and dissatisfaction of employees.

Only after completing all the preparatory work can you think about measures to increase the level of loyalty. For example, conduct a post-assessment meeting with employees, provide them with high-quality positive feedback, and talk about further actions by management in relation to employees. Also, the assessment can increase loyalty if, after its completion, the organization revises the system of remuneration and incentives and introduces new fair improvements, etc. 

Loyalty and satisfaction

Check your employees' job satisfaction regularly and identify their immediate needs. Employee loyalty is almost always high when he is satisfied:

• wages (he considers it fair) and social benefits;
• leadership (his behavior, values, attitude towards himself, etc.);
• working conditions;
• the intensity, content, and effectiveness of work;
• career and personal development;
• relationships in the team;
• the quantity and quality of information about the organization's goals and development plans;
• feedback from management and team, etc.

The system of material and non-material incentives for personnel is designed to increase employee satisfaction in the organization. 

Find the best HRMS Software to reduce the HR cost.

Loyalty and corporate culture

Conduct regular corporate events aimed at uniting the team and fostering corporate values, rules, and norms of behavior in it. These events include both serious team-building events - training, team-building, focus groups, and brainstorming sessions, and informal communication, for example, at corporate parties, during joint leisure. You can also organize all kinds of contests and competitions.