Eroded by overwork, demolished by downsizing, and smashed by cynicism, loyalty in the workplace is a thing of the past. Loyalty to one's professional growth has replaced organization loyalty. In the absence of job security, employees take responsibility for their own professional growth to increase their career marketability. Distrust of the organization is most evident in Generation X employees, who've experienced large-scale corporate downsizing, limited career opportunities, soaring national debt, and a bankrupt Social Security system. As a result, X'ers often aren't loyal to institutions and don't expect loyalty in return.
Loyalty is a symbiotic relationship in which each party commits something of value.
Employee loyalty benefits employees, the organization, and you. Employees offer allegiance to an idea, person, or organization, and gain both tangible and intangible benefits. Tangible values may include money, professional growth, reputation, family, and community, while intangible values such as pride, recognition, and acceptance are often emotional and difficult to measure. As you strive to create loyalty, you must assess employees' values. Each employee's commitment to the organization reflects the degree to which it can fulfill her tangible and intangible needs, just as the organization bases its loyalty to the employee on her ability to meet its needs.