This blog topic proved to be a popular one, provoking much response to the inbox. Here are some of the comments:

 
“When it is obvious that all employees are expendable, it is hard to understand why or how any company can expect true loyalty.” – S.C.

“I tend to agree with you Terry. Employee engagement, investment in training, and focus on retention are all ways to boost productivity...and ultimately, that is what boosts the bottom line for many companies. Ironically, when that's the end game getting all the attention, employees know it and have less loyalty.” – D.P.

“It is essential to make companies 'right-sized' (not over-hire or discount attrition) and invest in employee engagement, retention, and training. We don't need to keep employees that are a liability for the company...and we shouldn’t cut company banquets for our diligent work force just to save a few bucks (it tends to create more resentment and lower productivity).”  - F.M.

“I am quite confident in saying employee loyalty has come to a point from where it can only improve. Need convincing? Then look at the dilemma every union is facing." – A.W.

“We’ve seen a steady decline in loyalty since the industrial age. Given increased individualism and globalization, people now must reorient their attitude towards the workplace. In other words, with many more options like home-based locales and shorter term contractual work, both worker and company have to establish a new kind of relationship.”  –  J.B.

“There are still companies who prioritize their employees in difficult economic times. This results in much more motivated employees. The problem seems to be the focus only on the next quarter and an absence of long range thinking.” – B.V.

“I don’t believe that employee loyalty is dead. I think human beings by nature are loyal, that people take pride in having loyalty to family, friends, colleagues, and to an organization, if they are treated with respect and sufficient remuneration.” – S.F.

 
“In this new paradigm, we’re all ‘temps’. In today’s competitive global economy, organizations cannot realistically assure a permanent job. I think it is a reality that we must accept, and we must adapt ourselves to it.” – T.W.

“Nowadays, the question of employee loyalty has changed to ‘how do I move forward in my career’?  The mindset is to be loyal to one's profession, expertise, and goals, not the company. Nothing else really is more important to them. If their employer provides enough opportunity to achieve those objectives, it works. The minute someone comes along to offer better opportunities, they move along.” – H.T.

“The internet has revolutionized workplace mobility, making it easy to job search and research what other companies have to offer. Most companies provide the same basic benefits, but the ones that attract and retain workers are the ones who have ‘add-ons’ such as work from home alternatives, bonus plans, flexible work hours, etc. Companies are changing with the times, and so are the people they hire. In general, the seeming lack of loyalty may have more to do with incentives offered by other companies than building tenure at their current job.” – L.J.

This will certainly continue to be a hotly debated topic…stay attuned to The Replenisher for future trends in the realm of employee loyalty.