March 21, 2025 l Manila Times
Loyalty to an organization and to a leader can be complicated, especially today when people have more choices and independence.
The way we work has changed, and so has the way we view commitment to a company or a person in charge. Some think loyalty is outdated, while others believe it still holds value in building strong teams and lasting careers.
Loyalty to an organization used to be straightforward. You found a job, worked hard, and stayed for years — sometimes decades— because that was the expectation. Long service was rewarded with stability, a sense of belonging, and pensions.
That’s not the case these days. People switch employment more frequently, sometimes voluntarily, other times due to necessity. Employment has changed due to technology, remote work, and international competitiveness. Many people view their employer as a career stage rather than a lifetime commitment.
But that doesn’t mean loyalty is no longer relevant. It’s just different. Nowadays, being loyal doesn’t mean remaining in one spot all the time. Mutual respect and trust are key. People sense a connection when a company treats its employees well, values them, and fosters their growth.
Even if employees might not stay for long, they do their best while they’re there. However, loyalty wanes if a business views its personnel as expendable. Nobody wants to commit to an employer who sees them as replaceable.
Think of Google. The business is renowned for providing excellent perks, flexibility, and chances for professional advancement to its staff. Because they feel appreciated and see a future with the company, many employees stick around.
On the other hand, businesses that abruptly lay off large numbers of employees, such as certain retail chains, frequently face difficulties retaining staff members because they feel expendable.
Loyalty to a leader works in a similar way. People used to follow leaders because of rank or authority. Today that’s not enough. A title alone doesn’t inspire loyalty.
The way leaders handle their followers is what counts. Are they paying attention? Are they concerned? When anything goes wrong, do they take responsibility and encourage their team? People may go over and above expectations for someone they trust and respect, but they won’t just follow orders mindlessly.
Take a look at Tim Cook. Because of his calm, steady leadership style and emphasis on teamwork, Apple has been able to retain a devoted staff under his direction. He puts a high priority on worker welfare and upholds Apple’s robust culture, which has assisted in retaining talent despite a cutthroat market.
Leaders like Microsoft’s Satya Nadella, on the other hand, have won allegiance by adopting a more inclusive, compassionate style of leadership that emphasizes creativity and teamwork.
Loyalty comes easy to workers who feel appreciated and respected; it doesn’t have to be coerced. However, leaders who are manipulative, claim credit for the efforts of others, or are solely focused on their own success will not motivate their followers to stay.
Balance
There’s also the question of balance. Should a person be more loyal to their company or to their leader? Ideally, the two go hand in hand, but that’s not always the case.
Sometimes a great leader works within a flawed organization. In other cases, a business may have good principles, but some of its managers poison the workplace.
While some people leave a good leader behind because they don’t think the organization is worth the effort, others will stay because of a boss they admire.
For instance, even in the face of harsh working conditions, former Apple employees have frequently recounted how Steve Jobs’ vision and leadership allowed them to stay at the firm longer than anticipated.
However, despite having creative CEOs, companies like Uber in their early years saw great employees quit because of a terrible work atmosphere.
Loyalty is a two-way street. This entails equitable compensation, room for advancement, and an environment where workers feel valued and safe. People respond with dedication and diligence when they see that their supervisor or employer truly cares about them.
Employees also have a part to play. Being loyal involves more than what a leader or organization accomplishes for them. It also involves having integrity as a person. One cannot expect loyalty in return from someone who is always searching for a better bargain, leaves at the first hint of difficulties, or doesn’t want to put in the work.
Some contend that professionalism and strong performance should be sufficient in place of loyalty. They are somewhat correct — no one should feel compelled to continue working or obeying a leader only out of duty.
However, sincere dedication still has merit. Those who are loyal — not mindlessly, but with consideration — tend to have greater professional success.
***The views expressed herein are his own and do not necessarily reflect the opinion of his office as well as FINEX. For comments, email rey.lugtu@hungryworkhorse.com. Photo is from Pinterest.