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Employee Loyalty and Lost

So I am huge fan of the television show Lost.  I generally am not a big fan of television as I find most of it to be fairly low-grade.  The first season my wife got me hooked on the show and I am now a hard core Lost junkie.  

Last season the survivors of the crash split into two camps.  One followed Jack, the more pragmatic leader, the other followed Locke, the more spiritual Shaman kind of fellow.  The camps split and headed different directions with some anomisty between the groups instead of the groups working together to achieve a common goal.  You are probably thinking, what does that have to do with employee loyalty? 

Organizations are kind of like that, there are the employees who are on one side of the fence, on the other is Management/Senior Leaders.  Exactly where the line between the groups falls varies between organizations but generally there is an us versus them mentality.  Usually, the employees put the burden of treating employees right and taking care of the employees on the "other" group and to an extent that is right and fair.  However, there is some accountability of the employees in this as well.  They cannot just sit passively by and expect that once all of their needs are meet, then they will be loyal.  They need to recognize they need to reach out to their manager for development activities, they need to have open and honest communication with their supervisor, and they need to set the example for recognizing employees.  They have a requirement to be just as proactive in the relationship as the Managers/Senior Leaders. 

It isn’t all on the company, but it does start with the Senior Leaders at least setting a tone and help create the culture.  Then it is on the employees to be a proactive and interested participant in the relationship.   

Also, I think I just won a bet somewhere because I incorporated the television show Lost into one of my blogs. 

About the Author

Chris Woolard

Chris Woolard

Chris is responsible for the sale, design, implementation, account management, and consulting for his clients’ employee and customer assessment programs. He focuses on employee loyalty consulting and is considered Walker’s employee loyalty expert. He has worked with many companies on customer due diligence solutions.

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