Gaining Employees’ Loyalty

Prompt 1: Gaining Employees Loyalty
Author Name
Institutional Affiliation

Prompt 1: Gaining Employees Loyalty
DayCon is a hypothetical multinational retail company based in the U.S. DayCon has over 900 employees serving customers around the world; this company views its employees its lifeblood. DayCon believes when workers are motivated, engaged, and happy, they deliver that additional bit of handwork, creativity, and dedication that makes its products stand out from the market competition. So, as the leader of DayCon, I would always try to gain the employees’ loyalty by making them feel personally connected to the cause of the business and setting a clear tone to them that they are not just hired hands, but individuals with dreams, desires, and needs. One practical way to guarantee this is through the act of authenticity, kindness, honesty, and employee development. That is being a leader who plays by his (or her) words, compensate employees commensurately, appreciate employees services, provide appropriate working conditions to employees, and maintains friendly relationships with staffs.
Taking genuine interests into employees’ lives is also a critical strategy towards winning their loyalty. As a leader, it is highly important that I know my employees, support their personal needs and work alongside them as this would boost their loyalty. Similarly, I would also show workers that I trust them by pushing them to go beyond their comfort zones, knowing that I have their backs.

Leaders who command the loyalty of people under them are transparent and open about their beliefs (Reichheld, 2001). Therefore, as the leader of DayCon, it would be paramount that I share with other staffs my ideas enthusiastically and openly, every chance I get as this will improve my acceptance rate among the employees. Regarding conflict resolution, it would be important that I establish a seamless framework that does not favor any party. A loyal leader is one who does not take sides when resolving conflicts between employees but focuses on preventing or finding permanent solutions to issues of conflict (Reichheld, 2001).  Lastly, as a leader, I would reward loyal employees to ensure they continue on the same line.

References
Reichheld, F. F. (2001). Loyalty rules!: How today’s leaders build lasting relationships. Boston: Harvard Business School Press