Longevity vs. loyalty

John F. Kennedy once said, “Change is the law of life, and those who look only to the past or present are certain to miss the future.” A successful business, like a fulfilling life, is exemplified by change. Yet, all too often, it seems that even the most visionary leader has a hard time embracing change if it means letting go or reassigning long time employees. Even if the employee is no longer performing up to standard or is becoming a hindrance to the organization, management will try anything to work around that employee rather then terminate them. 

Don’t get me wrong, I am a firm believer in company loyalty and I strongly support organizations placing people before profit. However, as a business leader myself, I also believe that loyalty is a two way street. Long time employees deserve the best a company can offer. This is often demonstrated with higher salaries, additional vacation time or other fringe benefits. However, the company also deserves the best that the employee can offer. This is exemplified in continuing education, embracing new technology and a willingness to grow beyond one’s comfort zone. 

When organizations and individuals invest in each other, it is a win-win relationship with the employees and employers reaping the benefits. However, if either side becomes complacent or negligent everyone loses; the employee’s productivity decreases and the employer’s frustration increases. It is management’s responsibility to maintain open, honest communication with employees regarding job performance and job satisfaction; and to provide opportunities for growth and development. However, when an employee has dug their heels in and refuses to evolve, a handsome severance package and a gold pin could put both parties out of their misery. 

 What do you think, we want to hear from you?