A Publication of WTVP

Contrary to popular belief, employee loyalty isn’t dead. At least that was the message from an international survey on employee loyalty recently released at the 9th Human Resources World Congress in Mexico City. The study consisted of telephone surveys of human resource managers in eight countries—France, Germany, Italy, Japan, Mexico, the Netherlands, the United Kingdom, and the United States—as well as interviews of employees in the U.S. and U.K.

The survey found employee loyalty is alive and growing, with variations in loyalty levels across the world geographies, as well as the demographic groups that comprise each organization’s workforce. Some of the differences revealed by the survey include:

The service sector rated open and honest communication as the most important loyalty driver, while the manufacturing sector ranked job interest and variety as most important.

The survey also indicated the most loyal and disloyal of employee groups are expecting to become more hardened in their views over the next three years, further emphasizing the need for a targeted approach to retention strategy. 

The data from each country revealed distinct differences in loyalty levels and the factors that drive loyalty. This information may not affect local businesses but does have implications for multinational corporations.

No one should be surprised HR managers reported loyalty increased in the past three years. During this time of difficult economy, it’s no wonder there’s less questioning of authority, less risk-taking, anxiety about the possibility of another round of cuts, etc. In other words, everyone is on best behavior.

What is interesting, though, is they were very optimistic about loyalty increasing over the next three years. When the next wave of low unemployment comes (and it’s right around the corner, according to the experts) it’s a guarantee loyalty will decline and retention and turnover will again be on the front line. Once times get good, the pent up resentments, fears, and anxieties will surface. Today’s retention will become tomorrow’s attrition. That’s why it’s important companies start working on their retention strategies now. IBI