24 Ideas to Create Organizational Loyalty (Part 2)

Last week I posted the first twelve ideas. Was astonished at how quickly readership grew. Here are the remaining twelve. Why not go back to evaluate how many are present in your organization. A bit short? Begin a plan now to increase employee loyalty. That is a win-win proposal.

Share the credit. It isn’t only about you getting the glory. Let employees “shine” in the limelight of their accomplishments: It’s in giving that we receive. It’s is sharing credit that we gain the funds of glory. Great leaders find much pleasure watching someone they’ve mentored succeed. Don’t be a glory hog, it’s not becoming and you’ll just become fat with self-righteousness.

Make communication open, candid and truthful. Don’t keep employees in the dark. Keep secrets scarce: Employees are not mushrooms. They need the light of an open, candid and truthful leader. Share everything you are able to share. Don’t hold anything back except those things that must be kept out of the light of day. The more you can share, they more you will build trust and followship.

Be someone employees want as their leader. Model the behavior you expect of your employees: Don’t do as I do, do what I say isn’t the mantra of a caring leader. Consistency of behavior equals consistency of followship. Be willing to do what you ask others to do for you. Anytime the feelings of employees contradicts that sentiment, you’ve lost your leadership position.

No one appreciates a micromanager. Trust employees will do their work well:If you delegate responsibility, get out of the way and let employees do their tasks. Yes, people will make mistakes. But, it’s impossible and improbable that you can do everything. A leader needs followers and help in bringing vision into reality. Don’t meddle or create murky waters for employees. Give them a clear vision, clear instructions then clear yourself out of the way.

Hire employees with a value system similar to the organization: Leadership needs congruency within the ranks of employees and the focus of the organization. If congruency is missing, the effect weakens the organization. Match and win. It’s the best strategy.

Allow employees to have a life outside of work responsibilities. Balance is beneficial: Leaders must understand employees want a life outside of their work. Yes, there are times when the commitment requires long hours. But, as a whole, give employees time to enjoy their family, engage in social activities and get a break from the pressures and requirements of their career. Balance energizes productivity and desire to succeed and contribute.

Demonstrate integrity with every action you take: If integrity is missing, your leadership is lethal. It will kill everything it touches. This is the # 1 trait of successful leaders, period!

Be willing to stand behind an employee when they need defending: Don’t allow other leaders to needlessly attack your employees. If they are right, defend them to the end. If they made mistakes, admit them, institute corrective action and mentor to avoid a future occurrence. Employees need your support and you should strive to always make that your strategy.

Match employees with a mentor or serve in that capacity yourself when possible: We all need help at one time in our life. In a career, having someone with experience and superior knowledge be there to help, is a critical component. Identify employee skills needing to grow and find someone to help achieve that end. As the leader, don’t miss opportunities to mentor. It feels good and your employees will appreciate you for doing so.

Employees many not necessarily like you but you must earn their respect:There is a professional obligation to develop followship from employees. But, there are times when you will not be the beloved leader. That’s OK so long as you maintain their respect.

Align corporate goals with personal goals: Again the idea of congruency is important. The closer the alignment of corporate to career goals, the happier the employee will be. Seek to find ways to create congruency and you lessen the possibility of creating a casualty.

Address all compensation complaints with truth and respect for employees. Offer fair compensation matching the deed: We all wish to make a decent salary worthy of our contributions. When monies are plentiful, share some of it. When employees see you are generous with compensation across the board, they will appreciate you. Consistency is key on this point.

Well, how did you do? Remember nothing changes if actions remain the same.

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