#4 Strategies to build employee loyalty that really work

build employee loyalty

The most important asset of any company is its employees, which is why HR departments put so much effort into attracting the best talent. However, talent management involves much more than attracting new professionals. It also consists in reducing the staff turnover rate, which in 2020 reached 25% in the US and 15% average in the UK.

It is necessary to build employee loyalty to attract and manage talent successfully. That is, to get them to stay with us because they share the company’s values and feel motivated and valued in their role. Still trying to figure out where to start? In this article, we’ll explain why it is essential and share four foolproof strategies to build employee loyalty.

Why is it important to build employee loyalty?

When an employee does not feel at ease in a company or lacks motivation, it’s no wonder they start to look for new opportunities elsewhere. This is more common than it seems, and when it happens repeatedly, it is known as a talent drain. This phenomenon occurs when several qualified professionals leave a company to join another, resulting in reduced productivity, economic losses, and less competitiveness.

Employee loyalty is necessary for any company that hopes to improve its competitiveness and build positive employer branding. This does not mean that a company’s turnover rate should always be zero, but that when a significant number of employees leave the company, a domino effect occurs:

  • It reduces the company’s productivity.
  • It disrupts delivery times by having to redistribute tasks.
  • It sets in motion another selection process, with all the associated training costs.
  • It requires a considerable period until the new hire adapts to their role.

Retention vs. Loyalty

However, we often confuse the meaning of retention and loyalty. According to the general definitions in terms of the company-employee relationship, employee retention refers to “the strategies employers use to try to retain the employees in their workforce” or “prevent employee turnover.” In contrast, employee loyalty deals with “ensuring that a company’s employees remain loyal to it in different ways.

But what matters to companies is not to prevent employees from leaving, but to make them feel comfortable, fulfilled in their role, valued, and motivated, so those who truly contribute to the company remain loyal.

build employee loyalty

#4 strategies to build employee loyalty

According to Gartner, the estimated time it takes to fill a job has increased by 18%. But that’s only part; about half of the professionals who receive a job offer are considering at least two other offers simultaneously. Given this situation, it is more necessary than ever to improve employee experience and build employee loyalty. Take a look at some of the steps:

1. Create a good working environment

It is first necessary to understand your company’s organizational context and objectively assess the situation to build employee loyalty. The most important indicators for this are the interpersonal relationships between colleagues, the quality of leadership, and the sense of belonging; that is, whether or not employees feel identified with the company’s values.

Once you know this, you can start working on providing your employees with an environment of well-being where they develop a good relationship with their team members and managers, helping them feel valued. To do so, you can create a team-building strategy or reinforce the positive corporate culture.

Another effective strategy to build employee loyalty is to improve emotional pay. Do you know what this is? It involves all the non-monetary rewards you can offer your staff to keep them motivated and create a better working environment. These rewards can include more flexible schedules, allowing remote or hybrid work, leisure activities, and training for professional growth.

2. Stay in touch with your team

Maintaining effective communication through regular chats or meetings with staff can help them feel included and heard. But this should not only be done as a group, but also on an individual basis. That is, talk with each employee about their expectations within the company, get to know them better, and find out how satisfied they are.

This communication channel will also allow you to know what their professional goals are so you can help them draw up a plan to achieve their objectives. For example, if an employee wants a promotion, you can guide how long they should stay in their current position before moving up, what skills they would need to hone to fill another job, and what steps they need to take to gain those skills.

3. Improve the internal promotion plan

Do employees know how they can earn a promotion within their company? Employees want to avoid feeling stuck in the same job for years. And a company that offers opportunities for personal development, allowing its employees to grow and move up, helps build much more trust and increases employee commitment and loyalty.

Designing and offering a training plan for your employees helps respond to the demands of the new generation of workers, improves the work environment, and boosts performance. But in addition to offering this possibility, it is necessary to provide training tools for employees who are not yet ready to take on new responsibilities, helping them achieve their goals.

4. Promote the professional development of your employees through training

Lastly, one of the significant causes of employee turnover is the lack of support for professional growth, either because they are hoping for a promotion or because they don’t have the right tools to fulfill their responsibilities in a changing environment. This happens in companies that don’t offer training to their employees.

Leaders must provide the resources and tools for employees to acquire or improve skills that will enable them to perform their jobs better and aspire to move up in the company.

According to Gartner, the total amount of skills needed to fill a position has been increasing by 6% each year, making it more necessary than ever for companies to offer corporate training plans.

Although there are many ways to deliver training nowadays, from traditional face-to-face sessions to tutorials or on-the-job training, E-learning courses are one of the best options for training employees, as they offer flexibility, convenient access, and tailor-made solutions. It is crucial to understand that not all employees are the same and that their training needs will vary according to their goals.

Finding a learning strategy that helps employees grow professionally and builds employee loyalty is easy. This article will tell you everything you need to know to create a successful corporate training plan.

Boost your team’s talent with isEazy Skills

Loyalty employees strategies are essential to retaining them. You must offer them a good working environment, give them growth opportunities within the company and develop their sense of belonging. You already know that an excellent way to achieve this is to offer them training and professional development.

Do you want to know an easy way to train your team? Get to know isEazy Skills, the most comprehensive catalog of soft skills training courses and programs, which will help your employees achieve their development goals while supporting your loyalty strategy. Train your team in the most demanded skills, offer them growth opportunities and prepare them for a future in your company. Try isEazy Skills for free!

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