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Employee loyalty has been driven to extinction by restrictive and tropophobic organizations (i.e., bureaucracies). Yet, employee loyalty is the sine qua non requisite of a sound and sustainable culture and the success of the organization.

Loyalty is based on a symbiotic or mutually beneficial relationship between the employee and the organization. But this relationship is much more than just a simple benefit/cost analysis, and here is were most CEOs and HR managers seem to get lost.

When an employee simply entertains the thought that she/he would be better of somewhere else, it means that loyalty has disappeared or was never there.

Only a fool would not jump ship for greener pastures at the first signs of distress, if given the opportunity, when there is no loyalty.

Loyalty cannot be bought! At least, not for the long term.

Attempts to retain employees by all sorts of perks are costly and will just delay the unavoidable.

Loyalty has to be built into the DNA of organizational culture!


From scratch!

Yes, from the very foundation and based on Open Systems Design Principles (OSDP).

Only a foundation based on OSDP will create an organizational structure from which an enhancive and tropophilic culture can emerge.

Only an enhacive and tropophilic organizational culture is conducive to employee loyalty.

Given the pervasiveness of restrictive and tropophobic organizations, it is no wonder why it is much harder to find loyal, committed employees and retain them, than customers.

Make no mistake, restrictive and tropophobic organizations, i.e., bureaucracies, were deliberately designed to restrict human behavior and kill loyalty as well as many other wonderful human feelings such as responsibility, empowerment, engagement, collaboration, etc. Employees within these organizations are paid to obey, not to think or feel.

The days of squeezing all you can out of your employees are almost gone.

The question is: How can you give your best to your employees so that they may also give you their best to establish a culture of empathy, transparency, trust, and loyalty?

In other words, how can you develop employee loyalty and trust?

First of all, forget about the big four consulting companies that have plagued the world with a myriad of schemes that have only benefited them.

The late social scientist Fred Emery, along with his wife Merrelyn, dedicated their lives to developing a two-stage process called The Search Conference & Participative Design Workshop that in a single day allows any organization to start a never-ending transformation process from a restrictive and tropophobic structure towards an enhancive and tropophilic system where a culture of employee loyalty emerges by default!

To the Health of Your Sustainable & Loyal Culture!

JC Wandemberg Ph.D.

President & Founder

Sustainable Systems International

About the author: Dr. Wandemberg is an international consultant and stocks trader, keynote speaker, published author, professor, and analyst of economic, environmental, social, managerial, marketing, and political issues. For the past 30 years Dr. Wandemberg has collaborated with corporations, communities, and organizations to integrate sustainability through self-transformation processes and Open Systems Design Principles, thus, catalyzing a Culture of Trust, Transparency, and Integrity.

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