Aufbau und Verbesserung der Mitarbeiterloyalität für langfristigen Erfolg

A study conducted by the Wharton School found that an average company tends to lose anywhere from 20% to 50% of its workforce each year. 

Dies wirft eine zentrale Frage auf: Wie steht es um die Loyalität der Mitarbeiter in der Organisation?

The dramatic shift in employee behavior due to the organizational restructuring to the ever-shifting labor landscape can cost a company comparably more. Research by McKinsey has found that employees found three elements of the employee experience as the most important reasons for leaving a job. 

35 % gaben an, dass der Mangel an Unterstützung sie dazu veranlasst hat, zu kündigen. Gleichzeitig gaben weitere 35 % an, dass ein Mangel an beruflicher Entwicklung ihr Hauptmotiv für den Wechsel war. Die Untersuchung hat gezeigt, dass es notwendig ist, ein personalisiertes und dennoch multidimensionales Mitarbeitererlebnis zu schaffen, das Engagement und Bindung fördert.

Keeping your best employees engaged can be challenging when the contemporary workplace constantly shifts. Expectations have changed in a post-COVID world with the rise of remote work and the demand for more flexibility and better work/life balance. Companies can take note and adjust or be rigid and risk losing their best performers.

Der Aufbau einer loyalen Belegschaft ist kein Selbstläufer. Es braucht Zeit und wirksame Strategien.

By arming employees with the right tools to be more efficient - and incentives to do their best work - engagement happens as a side effect, and your best employees are much less likely to start searching for greener grass. You may even find those happy employees will participate in an employee referral program and bring in even more loyal employees.

Employee loyalty isn’t dead, it’s just changing

Gone are the days when employees stayed with one company for decades out of sheer obligation. Loyalty hasn’t disappeared—it has evolved. Today’s workforce values growth, purpose, and flexibility over tenure alone. Employees aren’t just looking for a paycheck; they want meaningful work, recognition, and a workplace that supports their personal and professional aspirations.

The traditional idea of loyalty, built on long-term job security, has shifted toward mutual value. Employees commit to organizations that invest in them—whether through career development, a strong work culture, or opportunities for advancement. In return, businesses that prioritize engagement, recognition, and well-being see higher retention rates and stronger employee dedication.

Loyalty today isn’t about staying in the same job forever—it’s about employees choosing to give their best because they feel valued, respected, and aligned with the company’s vision. Businesses that adapt to this shift will build a more engaged and committed workforce.

The costs of failing to invest in employee loyalty

Employees who feel disengaged from a company are likely thinking about quitting, planning to quit, or actively applying elsewhere. Unfortunately, when a company does lose a good employee, it is incredibly costly in terms of money and time. A departing employee can cost a company 1.5 - 2 times the employee’s salary.

Es sind auch "weiche Kosten" zu berücksichtigen. Wenn ein zuverlässiger Mitarbeiter das Unternehmen verlässt, kann dies den Verlust von Kundenbeziehungen, zuverlässigen Talenten und Innovationen am Arbeitsplatz bedeuten. Wie wir bei der großen Kündigung gesehen haben, kann der Verlust eines Mitarbeiters eine Abwanderung anderer Mitarbeiter auslösen.

Diejenigen, die bleiben, kämpfen mit niedriger Arbeitsmoral und wachsender Frustration darüber, dass sie bessere reale oder vermeintliche Chancen verpassen. Die Produktivität sinkt, was sich auf das gesamte Unternehmen auswirkt. Arbeitsstunden und Personalressourcen werden für die Suche nach Ersatz aufgewendet, anstatt in das Unternehmenswachstum zu investieren.

Cultivating employee loyalty doesn’t mean losing sight of other priorities like customer service or your bottom line. On the contrary, increasing employee engagement will only enhance other aspects of your business. Investing in your employees is investing in your customers.

Traist of loyal employees

Loyal employees bring stability, commitment, and a positive attitude to the workplace. They don’t just stay longer; they actively contribute to the company’s success and help foster a strong team culture. Here are the key traits that define a loyal employee:

• Commitment to company goals: Loyal employees align with the organization’s vision and actively contribute to its success.
• Consistent performance: They take pride in their work, maintain high standards, and deliver quality results over time.
• Strong work ethic: Dedicated employees go the extra mile, showing reliability, responsibility, and a willingness to take initiative.
• Positive attitude: They contribute to a healthy work environment, support colleagues, and remain optimistic even during challenges.
• Willingness to grow: Loyal employees seek professional development, embrace new skills, and adapt to industry changes.
• Advocacy for the company: They speak positively about their workplace, recommend it to others, and participate in employee referral programs.
• Trust and dependability: Managers and teammates can rely on them to fulfill commitments, meet deadlines, and uphold company values.
• Engagement and participation: They actively contribute to meetings, company initiatives, and team-building activities.
• Long-term perspective: Rather than constantly seeking new opportunities elsewhere, they invest in growing within the company.
• Openness to feedback: Loyal employees appreciate constructive criticism and use it to improve, showing a commitment to personal and professional growth.

Types of employee loyalty programs you can run  

When considering employee loyalty programs, various types can be implemented to recognize and reward contributions effectively. Here’s a deeper look at popular options to consider:

1. Points-based systems

Points-based systems allow employees to earn points for various achievements, such as completing projects, meeting targets, or participating in company events. These points can be redeemed for rewards like gift cards, merchandise, or experiences, creating a fun and engaging way to encourage participation. 

The competitive element of accumulating points fosters motivation, as employees strive to reach higher tiers for better rewards. This system not only incentivizes performance but also encourages continuous engagement with company initiatives.

2. Anerkennungsprogramme

Recognition programs are designed to celebrate long-term service or exceptional contributions by employees. Milestones such as work anniversaries or notable achievements can be marked with awards, plaques, or public acknowledgment during company meetings. 

These recognitions can be showcased on internal platforms or through company newsletters, giving visibility to the achievements and inspiring others. By regularly recognizing employee efforts, organizations foster a culture of appreciation and motivation, reinforcing positive behaviors and high performance.

3. Referral bonuses

Referral bonuses are an effective way to engage employees in the recruitment process. When an employee refers a candidate who is successfully hired, they receive a monetary bonus or other rewards. This not only encourages employees to bring in quality talent but also deepens their investment in the company’s success. 

Knowing that their recommendations can impact the organization motivates employees to refer individuals who align with the company culture, leading to a more cohesive workforce.

4. Möglichkeiten der beruflichen Entwicklung

Offering professional development as part of loyalty programs shows a commitment to employee growth. Organizations can provide funding for courses, certifications, or workshops that align with employees' career goals. 

This investment not only enhances individual skills but also builds a more knowledgeable workforce. By facilitating continuous learning, companies foster an environment where employees feel valued and empowered, driving loyalty and engagement.

5. Flexible benefits packages

Customizable benefits packages allow employees to tailor their benefits to meet their personal needs. Options may include health and wellness programs, retirement plans, or lifestyle benefits like gym memberships and childcare support. 

Offering flexibility shows that the organization recognizes and respects individual preferences, which can significantly enhance employee satisfaction. Employees who can choose benefits that align with their lifestyles are likely to feel more connected and loyal to the organization.

6. Wellness incentives

Programs that promote health and well-being are increasingly popular in loyalty initiatives. These can include fitness challenges, wellness days, or rewards for participating in health-related activities like health screenings or workshops. 

By encouraging employees to prioritize their health, organizations not only show they care about their employees’ well-being but also reduce absenteeism and increase productivity. Wellness incentives contribute to a healthier work environment, leading to higher morale and engagement.

7. Milestone celebrations

Acknowledging significant personal or professional milestones strengthens employee loyalty. Celebrations can range from recognizing project completions to commemorating life events such as weddings or births. 

Personalized celebrations—like team shout-outs, cards, or small gatherings—can create lasting memories and foster deeper connections among employees. This attention to individual milestones highlights that the organization values employees beyond their work contributions, enhancing feelings of belonging and appreciation.

Implementing these diverse types of loyalty programs for employees can create a more engaged and committed workforce, ultimately benefiting the organization as a whole.

How to improve employee loyalty: 9 effective ways

Es gibt viele Möglichkeiten, das Engagement und die Moral der Mitarbeiter zu steigern. Im Folgenden stellen wir 9 Strategien vor, die sich als besonders effektiv erwiesen haben, um die Mitarbeiterbindung im Jahr 2024 zu verbessern.

1. Ermutigen Sie zu Feedback und ergreifen Sie Maßnahmen

Den Mitarbeitern das zu geben, was sie brauchen, um sich am Arbeitsplatz wohlzufühlen, ist von grundlegender Bedeutung, um eine loyale Belegschaft zu kultivieren, was bedeutet, Feedback einzuholen und Maßnahmen zu ergreifen. Schaffen Sie ein Arbeitsumfeld, in dem sich die Mitarbeiter sicher fühlen, ihre Gedanken zu äußern. Wenn Mitarbeiter wissen, dass sie ein Mitspracherecht haben, fühlen sie sich wertgeschätzt. Wenn es Bedenken gibt, können sie diese äußern. Wenn sie neue Ideen haben, können sie diese mitteilen.

Managers keen on enhancing employee engagement should be proactive in responding to feedback. Schedule regular 1:1s with your team members driven by agendas and ending with clear action items, takeaways, and areas for improvement. Run anonymous surveys to know how your employees are feeling. One of the best communication tools at your disposal is listening to employees and genuinely hearing what they have to say.

Implement employee feedback when it’s feasible and reasonable. If it isn’t, provide the employee with an explanation for why and express gratitude for their contribution.

2. Address problems quickly

Es ist zwar schön, aber naiv zu glauben, dass sich alle Probleme durch offene Kommunikation und ein positives Arbeitsumfeld lösen lassen. Streitigkeiten sind unvermeidlich, und eine einzige unglückliche Begegnung oder ein schief gelaufenes Treffen kann Ihre anderen Bemühungen um das Engagement der Mitarbeiter zunichte machen. Toxizität wurzelt in einem Team wie Unkraut und breitet sich schnell aus.

Lassen Sie es also nicht schwären.

Legen Sie ein Verfahren zur Streitbeilegung fest, das Ihren Mitarbeitern hilft, Probleme zu lösen, sobald sie auftreten. Versuchen Sie, bestimmte Personen zu identifizieren, die Konflikte auslösen und zu anhaltender Toxizität beitragen.

Diese Mitarbeiter müssen unter Umständen entlassen oder versetzt werden, wenn sie ihr Verhalten nach entsprechenden Ermahnungen nicht ändern. Ihre anderen Mitarbeiter werden Ihnen dankbar sein, dass Sie bereit sind, die Sicherheit am Arbeitsplatz zu verteidigen.

3. Be flexible in redefining work

People in the future may look back on movies like Office Space and shake their heads in disbelief that “work” meant spending eight hours in an office. Don’t think of remote or hybrid work as a response to a crisis or an occasional perk. It’s a new model for work that’s here to stay. In the post-COVID world, employees want–and even demand–a healthy work/life balance on top of a paycheck.

Managers who heed this call for flexibility will gain a happier and more committed workforce. A third of employees report flexibility as the primary reason they remain loyal to an employer. Flexibility is more than remote or hybrid work options. It includes thinking outside the box of a traditional work week, like testing the 4-day work week trend.

Flexibel zu sein bedeutet auch, auf das Wohlbefinden Ihrer virtuellen Mitarbeiter zu achten. Mitarbeiter, die aus der Ferne arbeiten, verbringen unter Umständen mehr Zeit im Büro oder haben Schwierigkeiten, von der Arbeit abzuschalten. Unterstützen Sie das Wohlergehen Ihrer Mitarbeiter, indem Sie klare Grenzen setzen und Auszeiten einfordern.

4. Give praise and show gratitude

Giving your employees genuine praise and a simple thank you takes little effort but delivers a big impact. Showing appreciation for your employees has significant benefits for the workplace. Employees feel less stressed, more motivated to show up to work, and more productive.

Es gibt viele Möglichkeiten, Ihre Wertschätzung zum Ausdruck zu bringen. Ziehen Sie Belohnungsprogramme in Erwägung, um einen Mitarbeiter des Monats, langjährige Mitarbeiter und außergewöhnliche Leistungen zu würdigen. Veranstalten Sie Events, um Ihre Mitarbeiter zu feiern und sie an ihren Wert zu erinnern, sei es eine Weihnachtsfeier oder ein besonderer Ausflug.

Don’t just focus on big wins and special events to celebrate your employees. Small daily signs of appreciation and gratitude will create an environment where employees feel consistently valued. Go beyond “good job” to customize feedback with specific examples of how an employee adds value. As a bonus, showing gratitude will help you feel happier.

5. Investitionen in Ausbildung und Entwicklung

Employees who are growing and learning are employees who won’t be leaving. Therefore, professional development and training are particularly important for retaining top performers. 

Achten Sie auf Weiterbildungsveranstaltungen und relevante Konferenzen, die es Ihren Mitarbeitern ermöglichen, Kontakte zu knüpfen und sich über Branchentrends zu informieren. Das ist gut für Sie und Ihre Mitarbeiter, denn Sie investieren in das kontinuierliche Wachstum Ihrer Belegschaft. Erlauben Sie Ihren Mitarbeitern, ihre Arbeitszeit für zusätzliche Schulungen zu nutzen, und bieten Sie Anreize für Zertifizierungen oder Kurse. Mit dem Aufschwung der Online-Schulung und -Bildung ist der Zugang zu hochwertigen beruflichen Weiterbildungsmöglichkeiten nur ein paar Mausklicks entfernt.

Sie können ein Mentorenprogramm einrichten oder einen älteren Mitarbeiter bitten, einen jüngeren Mitarbeiter zu betreuen. Auch dies trägt zur Gemeinschaftsbildung bei und unterstreicht den langfristigen Erfolg der Mitarbeiter.

6. Statten Sie Ihre Mitarbeiter mit den richtigen Werkzeugen aus

In addition to professional development, employees also value having the right tools to do their jobs efficiently and seamlessly. There’s almost nothing more frustrating than making work more complicated than it needs to be. When you support your employees’ productivity with helpful tools, you equip them with what they need to succeed.  Even the man who walked 1000 miles needed good shoes to get him there.

Die richtige App kann Ihren Mitarbeitern helfen, Aufgaben und To-Do-Listen leichter zu erledigen. Einige Apps helfen zum Beispiel dabei, Besprechungen zu rationalisieren, die Konzentration zu verbessern, bessere Aufgabenlisten zu erstellen, Aufgaben nach Prioritäten zu ordnen und unhandliche E-Mail-Postfächer zu verwalten. Ihre Mitarbeiter werden es zu schätzen wissen, dass sie über die besten Tools verfügen, die ihnen helfen, den Arbeitstag zu bewältigen.

7. Angemessene Vergütung und Anreize bieten

Egal, was Sie für die Mitarbeiterbindung tun, wenn Sie Ihre Mitarbeiter nicht fair und angemessen bezahlen, werden sie nicht lange bleiben. Websites wie Glassdoor machen es den Mitarbeitern leicht, zu erfahren, was andere in ähnlichen Positionen verdienen, und sich über verschiedene Unternehmenskulturen zu informieren. Ein Mitarbeiter, der feststellt, dass sein Gehalt weit unter dem Durchschnitt liegt, wird sich nach einem Wechsel sehnen. Aber ein jährlicher Bonus oder eine gelegentliche Gehaltserhöhung wird sie nicht zum Bleiben bewegen.

It isn’t always about salary either. You can reinforce an employee’s connection to work through incentives and perks. For example, paid gym memberships, personal days, and stock options motivate employees and foster buy-in.

Stock options also help you recruit better talent and keep them committed to the company’s success. Inform employees of internal opportunities and encourage their upward advancement in the company. That way, you keep high performers happy and off the job market.

8. Sorgen Sie dafür, dass Ihr Arbeitsplatz ein sicherer Raum für vielfältige Ideen ist

Um Loyalität aufzubauen, müssen Sie Ihr Unternehmen zu einem Ort machen, an dem sich die Mitarbeiter einbezogen und geschätzt fühlen und ihre Ideen sicher zum Ausdruck bringen können.

The workplace is filled with varying perspectives and backgrounds, and it’s likely that some employees will feel more comfortable asserting views than others. Ensure that everyone is welcome to contribute to respectful workplace dialogue. Take the lead by encouraging employees to discuss their concerns openly and without judgment using empathic listening.

Leaders that listen thoughtfully to employees and then follow through show a genuine investment in the well-being of their employees, and that will in turn foster more employee loyalty.

9. Förderung der internen Kommunikation

Part of encouraging open dialogue is encouraging internal communications that build community and positive work culture. The more positive and supportive the workplace, the more likely employees are to want to be involved.

Nutzen Sie eine interne Messaging-App für schnelle Chats mit Ihren Mitarbeitern (auch wenn sie sich direkt gegenüber sitzen). Suchen Sie nach Möglichkeiten, die Kommunikation auch außerhalb eines formellen Meetings zu fördern, z. B. bei einem wöchentlichen Mittagessen oder einer gesellschaftlichen Veranstaltung. Ein Unternehmensnewsletter ist eine weitere einfache, aber effektive Methode, um Aktualisierungen zu kommunizieren und gleichzeitig Beziehungen und Verbindungen zu fördern.

The ROI of investing in employee loyalty

There are no downsides to prioritizing employee loyalty. Organizations with emotionally invested and engaged employees outperform companies with low employee engagement by 202%. Companies with loyal employees have 6% higher net profit margins. Companies that take employee loyalty seriously can see sales improve up to 20%.

These companies will also literally see more of their employees. Loyalty and engagement lead to 41% less absenteeism. Loyal employees show up, work hard, and make a difference.

Zahlen erzählen nur einen Teil der Geschichte. Werfen wir einen Blick auf einige Strategien von Unternehmen, die erfolgreich die Mitarbeiterbindung kultivieren.

Employee loyalty done right: Inspiring company examples

Building a loyal workforce takes more than perks. These businesses have mastered employee engagement through culture, recognition, and growth opportunities.

1. McDonald’s

McDonald's ist bestrebt, die Loyalität seiner Mitarbeiter zu fördern, indem es eine Unternehmenskultur schafft, die über das Braten von Burgern hinausgeht.

During the pandemic, McDonald’s prioritized the safety and well-being of employees with hourly bonuses, paid sick leave, and free access to counseling. This access fits McDonald’s history of incentivizing employee performance with bonuses and paid vacations.

The company invests significant time in training and development. For example, managers receive diversity training and workshops to help them excel in their careers and provide quality leadership for other employees. McDonald’s also owns Hamburger University, where future business leaders and managers hone their skills while picking up transferable college credits.

2. Microsoft

Microsoft is a self-proclaimed steward of the employee experience. Microsoft succeeds in building employee loyalty by staying in tune with the needs of employees and being knowledgeable of trends in the tech industry. They embrace flexibility. For instance, if an employee needs to travel for a family emergency, they’ll support a shift to remote work without question.

This agile approach to changing trends means employees are well compensated. Microsoft recently boosted employee compensation due to inflation and the rising starting salaries offered by other tech companies.  Microsoft wants employees to have a competitive wage that keeps the grass looking green on their side of the fence.

3. Leading travel company

A leading travel company transformed its approach to employee engagement and loyalty by leveraging Empuls for rewards and recognition (R&R). Initially, the platform was introduced in the HQ operations division, where it addressed engagement challenges effectively. Encouraged by its success, the company expanded Empuls to its holiday experts department, streamlining recognition efforts that were previously managed manually.

By implementing Empuls in January 2023, the company automated its R&R program, starting with Spot Awards for customer-centric achievements, sales targets, and referrals. Within six months, the impact was undeniable—monthly reward points distributed increased sevenfold, company-wide communication improved with an active social intranet, and platform engagement surged 4.5 times. Employees embraced the mobile app for collaboration, while community groups fostered a sense of belonging.

With a 33% rise in total posts, a 7x increase in reward points, and a 4.5x boost in active users, Empuls became a game-changer. The company now plans to expand its use of the platform to further enhance motivation and workplace culture.

4. HubSpot

HubSpot is a marketing and sales software company that can claim to have some of the happiest employees. Happiness has very tangible benefits for your company. It can raise sales by 37%. HubSpot promotes happiness with competitive wages, company perks, a willingness to listen to employees, and a company culture that honors work/life balance. HubSpot’s flexible approach to work focuses on results rather than hours worked. Employees can adjust their schedules around their lives, whether fitting in a workout or going to a doctor’s appointment.

HubSpot’s philosophy toward customer service and employee engagement is captured in its “Culture Code.” This code offers a model for other companies who want to chart new paths in customer loyalty. HubSpot recognizes that the work world has changed, and they want to change with it. So they promote a culture of transparency and trust that replaces an “open door policy” with a “no door policy.” So it’s no surprise that employees give HubSpot high marks.

Elevating employee loyalty through recognition and rewards

Empuls transforms employee loyalty programs into powerful catalysts for engagement and commitment, creating an inspiring workplace culture.

With its innovative points-based rewards system, employees can earn points for their achievements—whether hitting sales targets or completing training—redeemable for exciting rewards like gift cards or extra time off.

The magic happens in real-time recognition, where managers and peers celebrate accomplishments instantly, igniting a spark of motivation and camaraderie. Customizable to reflect your organization's unique culture, Empuls ensures that every program resonates deeply with your team.

The social intranet feature fosters a vibrant community, allowing employees to share milestones and celebrate each other's successes, while insightful analytics equip leaders with the data needed to fine-tune initiatives based on employee feedback. Empuls highlights your commitment to growth by integrating professional development opportunities, reinforcing loyalty. 

With Empuls, loyalty programs evolve into dynamic experiences that drive employee satisfaction and lasting organizational success.

Schlussfolgerung

Der Mann, der 1000 Meilen gelaufen ist, um vor der Tür der Frau, die er liebte, zusammenzubrechen, hat diesen Weg nicht für jemanden zurückgelegt, den er gerade erst kennengelernt hatte. Loyalität braucht Zeit und Hingabe. Sie wird nicht über Nacht entstehen.

Loyalty won’t magically happen as soon as a new hire shows up for work, but it can happen with the right approaches. 

It comes down to your willingness to express loyalty to your employees by doing what any good leader should do: listen to your team, invest in their growth, and support them as both people and productive members of your team. Their loyalty will naturally follow.