In the 1950s, the common image of a leader was one who spent their entire career with the same employer. This is still common practice in Japan, where Shūshin koyō (終身雇用) is the term for permanent employment.[1] Since the 1920s, it is common in major Japanese companies to shire a group of graduates straight from college and offer them a job role. Japanese management culture seeks to avoid dismissals or early retirement offers. This sense of job security created a high degree of company loyalty. As a result, Japanese workers are known for putting their jobs ahead of all other priorities in life, including family and religion.
Today, though, this is changing. In the US, the average person will have 10 different jobs before they retire, spending about 2-3 years at each, at most.[2] The major economic recession of 2007-2010 caused even the dependable Japanese to do away with their lifetime employment guarantees and implement mass layoffs. Globalization, outsourcing, downsizing, recession, technology—all have created a “gig economy” where people are accustomed to changing jobs more often, or working two or more jobs at the same time. As work becomes less of a vocation, and more of a commodity, it has profoundly affected how we view a facet of a leader’s character: loyalty.
This idea of a strong support or allegiance to an employer has largely faded. In today’s culture, does loyalty matter? One can be loyal to a company, a person, a group, an ideal, a duty, a cause. We used to look at loyalty in the workplace as a core value. If one was loyal, they were also trustworthy, worthy of greater responsibility because of their personal sense of devotion. Because loyalty is important to building bonds between people and creating lasting, trusting relationships, it matters. However, it is no longer expressed in the workplace as a longevity at a specific job.
A modern demonstration of loyalty is to be consistent and gracious in your treatment and behavior and with regard to others.[3] Loyalty creates an unspoken bond and deep connetion between people. Consider three areas where loyalty can be expressed:
Express loyalty through relationships. Loyalty in relationships may be expressed as kindness, fairness and a generous spirit. This is true for all kinds of relationships—work, social, family, romantic. When you value each relationship in the way you treat someone, you increase others’ mental, emotional and physical well-being.[4] The Bible says, “Love is patient and kind; love does not envy or boast; it is not arrogant or rude” (1 Corinthians 13:4).
Express loyalty through trustworthiness. Loyalty as an aspect of trust might be expressed as honesty and transparency in dealings with others. When you are open and forthcoming, you build confidence and safety in your relationships with others. This strengthens those relationships. Psychologist Dr. Sabrina Romanoff comments, “Relationships with loyalty are stronger because both people can be themselves and share what they’re experiencing without fear that the other person will abandon them.” The Bible teaches, “In everything set them an example by doing what is good. In your teaching show integrity, seriousness and soundness of speech that cannot be condemned, so that those who oppose you may be ashamed because they have nothing bad to say about us” (Titus 2:7-8).
Express loyalty through appreciation. There is no better way to communicate the significance of other people to you than to show them that you value them. Offering support when someone is struggling or challenged, and encouraging them to not give up, helps them to gain confidence. Appreciation is also a sign of respect. The Bible instructs, “Give thanks in all circumstances; for this is God's will for you in Christ Jesus” (1 Thessalonians 5:8).
There’s nothing wrong with being likeable and agreeable as a leader—but to a point. Likeability is not universal. No matter how focused a leader is on building relationships, exhibiting empathy and listening well, he will not be universally liked.