How to Instil Loyalty in a Large Network of Employees

 

The bigger the companies become, the more branches they open; the more branches they open, the more distant their employees get from the centre. Soon, you’ll have a body of employees who only care about the number of zeroes after the figure on their pay cheque and owe no loyalty to the company that hired them. But it is important to instill loyalty in employees as that leads to dignity and pride in a work place, which translates into job satisfaction and results. No employee will work 100% for a company he/ she does not care about. So here are some tips on how to instill loyalty in your employees far, far away.

Enforce a Liberal Uniformity

It’s not a school, so shoes and hairstyles don’t have to be the same, but introducing uniformity will produce the same effect: that everyone belongs to one group. In sociology it’s called “in- group” mentality and is used to study social behaviour in groups. When employees from branches are treated differently than employees from headquarters, the former notices it and feels betrayed. Instead, make all your employees feel that they belong to one big group in which everyone receives equal treatment. This will engender a sense of loyalty in them. If you don’t want uniformity per se, suggest some theme colours for your employees to wear and make sure they stick to it.

Enhance the Connectivity of Centre and Periphery

Use technology for business like intranet and chain management software to have strong connections between the branches in the periphery and the head office in the centre. An intranet is a localized internet accessible to all employees of a specific company, on which they can check email, chat to each other, read the company newsletter and more. 

This will help them feel connected to others not in their branch. Supply chain management software will do the managing job for you, showing weak links (too much distance) or issues (one branch is under performing) with the network so that you can investigate later.

Let Everyone Contribute

Once every 2 months or so, have an open day where everyone can call in to the CEO, or someone with similar authority, to suggest changes to their procedures or working conditions. Basically, make sure that every employee feels he/ she is heard at the top. Articles show that acceptance and appreciation of contribution is one of the top conditions of working millenials. Since they will soon overtake the older working population, perhaps it is a good idea to sit down and talk in a civilized manner.