Loyal employees are assets to the department and to the company.
Being able to inspire loyalty among subordinates is one of the marks
of a leader. Loyal employees tend to work hard, work better in teams,
have lower absenteeism rates, and change employers less frequently.
Low turnover and low absenteeism results in a more effective and
efficient department. The key question is this: How does a manager
go about building loyalty among subordinates? Here are a few ideas:
Criticize in private, and praise subordinates in public.
Keep your word... whether you have made a promise or a threat
- it is important to your credibility to follow through.
Give subordinates the benefit of the doubt. Often mistakes
occur because employees have not been fully trained. If this
is part of the cause of a problem, accept the blame yourself.
Tell the truth, even when you know what you need to say is
something your subordinate does not want to hear, such as:
Treat customer, co-workers, and subordinates with respect.
Good manners, and civility cost nothing.
Show appreciation when tasks are performed in an exemplary
Avoid favoritism among your subordinates. Nothing sows the
seeds of discontent faster than supervisors who play favorites
among employees of substantially similar skills and abilities.
[Note: This does not mean that your best and brightest employees
should not have some choice in their assignments.]
Formally review the performance of every worker at least
once a year . . . and ideally twice a year with informal discussions
no less frequently than quarterly.
Provide specific and measurable goals for every person in
the department, and make sure that they are stretch goals [meaning
that the goals that are not easy to achieve]
Support and defend your subordinates when it comes to judgment
calls. If your employee has violated a departmental or company
policy, it would be inappropriate to support them . . . but
as it relates to judgment calls, hindsight is 20/20. Your
should not be criticized for exercising discretion as part
of their job duties.
Notwithstanding the fact that the credit department is not
a democracy, do what you can to treat subordinates as your
equals. Implicit in doing so is to solicit their opinions;
listen without unnecessary interruptions to their comments;
giving credit to them for recommendations or ideas that you
choose to accept.
Don't disparage other departments, department heads, or
the employees of other departments to your subordinates.
unwise to create an "us against them" mentality -
especially as it relates to the sales/credit interaction. Loyalty
should not simply be limited to the department and the department
manager, department wide. Truly loyal employees feel loyalty