Comments on: Employee loyalty isn't gone, it's just different

By: Incentive Melange « I2I – Incentive Intelligence

Incentive Melange « I2I – Incentive Intelligence — Sat, 17 Sep 2011 12:25:40 +0000

[...] thing that got me on this post on the Brazen Careerist was this quote: “Loyalty as a function of time is a dated idea.” [...]

By: In Search of Employee Loyalty | The Business Finance Store

In Search of Employee Loyalty | The Business Finance Store — Wed, 14 Sep 2011 16:20:05 +0000

[...] though she suggested that loyalty was changing way back in 2007 when she wrote the blog, “Employee loyalty isn’t gone, it’s just different.” No longer is loyalty a function of time, it is about workers finding a reason to align [...]

By: Human Resources

Human Resources — Thu, 01 Sep 2011 01:09:48 +0000

By: Does job hopper makes a best employee?? « Productive Proactive

Does job hopper makes a best employee?? « Productive Proactive — Thu, 30 Dec 2010 10:47:23 +0000

[...] This is why job hoppers care more about their co-workers and will go further to make them happy than long-term employees. And it if you think about it, this makes sense for a company, too: The company isn’t hiring you with any decade-long commitment, so you would be foolish to think you have to give one. [...]

By: Bittersweet « Harlie Barley, Pudding and Chai

Bittersweet « Harlie Barley, Pudding and Chai — Sat, 25 Sep 2010 14:38:32 +0000

[...] of witty comebacks and excellent deadline-meeting skillz. A LOLCAT fan and ceiling-cat teaze. A loyal team member I will dearly [...]

By: Mllan Moravec

Mllan Moravec — Sun, 22 Aug 2010 02:24:21 +0000

Employee loyalty enriches both the workforce and management. Business and the public sector are into a phase of creative disassembly where reinvention and adjustments are constant. Hundreds of thousands of jobs are being shed by United Technologies, GE, Chevron, Sam’s Club, Wells Fargo Bank, HP, Starbucks etc. and the state, counties and cities. Even solid world class institutions like the University of California Berkeley under the leadership of Chancellor Birgeneau & Provost Breslauer are firing staff, faculty and part-time lecturers. Yet many employees, professionals and faculty cling to old assumptions about one of the most critical relationship of all: the implied, unwritten contract between employer and employee.
Until recently, loyalty was the cornerstone of that relationship. Employers promised job security and a steady progress up the hierarchy in return for employees fitting in, performing in prescribed ways and sticking around. Longevity was a sign of employeer-employee relations; turnover was a sign of dysfunction. None of these assumptions apply today. Organizations can no longer guarantee employment and lifetime careers, even if they want to.
Organizations that paralyzed themselves with an attachment to “success brings success’ rather than “success brings failure’ are now forced to break the implied contract with employees – a contract nurtured by management that the future can be controlled.
Jettisoned employees are finding that the hard won knowledge, skills and capabilities earned while being loyal are no longer valuable in the employment market place.
What kind of a contract can employers and employees make with each other? The central idea is both simple and powerful: the job or position is a shared situation. Employers and employees face market and financial conditions together, and the longevity of the partnership depends on how well the for-profit or not-for-profit continues to meet the needs of customers and constituencies. Neither employer nor employee has a future obligation to the other. Organizations train people. Employees develop the kind of security they really need – skills, knowledge and capabilities that enhance future employability.
The partnership can be dissolved without either party considering the other a traitor.

By: Why Job Hoppers Make the Best Employees | Personal Success | BNET

Why Job Hoppers Make the Best Employees | Personal Success | BNET — Wed, 28 Apr 2010 23:47:49 +0000

[...] This is why job hoppers care more about their co-workers and will go further to make them happy than long-term employees. And it if you think about it, this makes sense for a company, too: The company isn't hiring you with any decade-long commitment, so you would be foolish to think you have to give one. [...]

By: Why Job Hoppers Make the Best Employees « Your Neighbor Jo…

Why Job Hoppers Make the Best Employees « Your Neighbor Jo… — Tue, 27 Apr 2010 21:21:17 +0000

By: I Quit chronicles quarterlife dilemma - About Town

I Quit chronicles quarterlife dilemma - About Town — Sat, 03 Oct 2009 19:28:40 +0000

[...] blues, marked by professional aimlessness, financial instability, and romantic insecurities. We jump from job to job, we live with our parents and depend on them to pay our bills, we wait forever to get hitched. [...]

By: The emotional impact of entry-level layoffs | TalentEgg Career Incubator

The emotional impact of entry-level layoffs | TalentEgg Career Incubator — Sat, 14 Mar 2009 01:55:41 +0000

[...] I would not be able to completely commit myself to an organization or employer. In one respect, my loyalty has been somewhat tarnished and, in another, I am better prepared to face my [...]