When I Hire People, I Put Loyalty and Trust Over Skills — Here’s Why
When it comes to building a team, I’ve learned to prioritize something beyond mere technical skills: loyalty and trust. Here’s why this approach not only makes sense but can transform an organization.
Trust as the Bedrock
Firstly, trust is the foundation upon which all successful teams are built. Neuroeconomist Paul J. Zak’s research highlights that workplaces high in trust experience 74% less stress, 106% more energy at work, and a staggering 50% higher productivity. Skills can be acquired and enhanced, but trust is a cultural cornerstone that influences every aspect of organizational life.
The Safety Net of Loyalty
Simon Sinek, in his insightful book “Leaders Eat Last,” emphasizes the importance of creating a safe environment within organizations. He argues that when people feel secure, they are more likely to innovate and take risks. Loyalty fosters this sense of safety, encouraging employees to go beyond their job descriptions and truly invest in the company’s future.
Loyalty and Long-Term Commitment
From a scientific standpoint, loyalty leads to long-term commitment. A study published in the “Journal of Applied Psychology” discovered that employees with a strong sense of loyalty are less likely to leave their positions, which in turn reduces the high costs associated with turnover.
Alignment with Vision and Goals
Loyal employees tend to embody the company’s vision and goals. They act as brand ambassadors, enhancing external relationships and customer satisfaction. Research corroborates this, showing a direct correlation between customer loyalty and employee loyalty. This alignment is invaluable for any business aiming for sustainable success.
Skills vs. Emotional Intelligence
While skills are undeniably important, they can be outsourced or developed through training. However, the emotional intelligence needed to foster trust and loyalty often stems from personal values that are challenging to instill quickly. This emotional foundation is what truly cements a team’s cohesion.
The Reciprocal Nature of Loyalty
Simon Sinek also touches on the reciprocal nature of loyalty in leadership. When leaders demonstrate loyalty to their employees, it creates a cycle where employees feel compelled to return that loyalty. This mutual loyalty makes teams more resilient to external pressures and internal challenges, enhancing adaptability and robustness within the organization.
Conclusion
In conclusion, while technical skills are crucial, they aren’t the sole criteria for a successful hire. Trust and loyalty are what create a stable, productive, and innovative work culture. Investing in these values can lead to a more dedicated team, improved performance, and ultimately, a thriving business.
