Based on the degree of staff dedication to the interests of the enterprise, we can talk about five levels of loyalty:
Initial. In the first months, the employee joins the team, gets acquainted with the informal laws by which the company lives and works, and begins to feel part of it. The formation of loyalty at this stage is supported by corporate attributes (work uniform, office supplies, employee chats, general planning meetings, etc.).
Behavior level. A new team member learns the principles of internal culture by participating in various events: trainings, business games, informal communication with colleagues.
Level of abilities. The employee begins to show loyalty to the company, since the principles it declares coincide with his personal goals. The company gets a specialist who consciously strives for personal and professional growth.
Level of beliefs. Next, personal find investor through investor database values are identified with corporate ones. This attitude towards the employer is typical for leading specialists and middle managers who have been working in the company for a long time and are satisfied with their income. The loyalty of these employees depends heavily on the preservation of corporate principles and the stability of their financial situation. If the situation changes for the worse, they may reconsider their views.
Identity level. It is inherent to the company's top managers and its founders, for whom this business is the work of their entire lives. This level is characterized by complete identification of their interests with the position of the enterprise.
Types and levels of employee loyalty
Employee loyalty in an organization can be classified into one of three types:
Affective. It is formed in those employees for whom a comfortable atmosphere within the team is of great importance, who willingly take part in informal meetings with colleagues, go out into nature, etc.
Behavioural. Typical for conservative employees who have been working at the company for a long time and do not think about a new place. As a rule, they are guided by pragmatic considerations: stability, work dynasty, authority among colleagues, convenient office location, etc.
Normative. This loyalty is typical of people who are bound to the organization by certain obligations, for example, a long-term contract, the availability of service housing, a corporate interest-free loan, etc.
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