Loyalty is a two-way street

In today’s world, filled with discussions on corporate strategies, a fundamental question arises: are people truly at the heart of these strategies? My experience in the HR field has allowed me to witness various changes within organizations - both positive and less optimistic ones. I’ve noticed that the real test for systems, operational methods, and strategies comes not during times of peace but in moments of destabilization.

From my earliest years, spent on sailing adventures with my father, I learned that the key to safely reaching our destination is the cooperation of every crew member. These early experiences shaped my approach to human resource management, reinforcing my belief that every employee is an indispensable element of a company’s success, especially during turbulent times.

Let’s imagine for a moment that our company is a ship navigating the stormy sea of the economy. The company’s management acts as the captain, and the employees make up its crew. In calm waters, the ship sails smoothly thanks to the crew’s coordinated efforts. However, when an economic storm approaches, the first reaction might be to hastily “throw overboard” part of the crew (layoffs), to survive more easily.

Human resource management practices are particularly tested in times of crisis. The capitalist system we operate in too often suggests a single solution to difficulties: reducing the workforce. But what if, instead of discarding “valuable cargo,” we could find alternative solutions, such as changing course or utilizing innovative management methods, allowing the entire crew to safely reach port?

During my Executive MBA studies, I sought to explore whether it was possible to develop practices that integrate the key aspects of a company’s operations and HR. The answers were not straightforward. Faced with the need for rapid adaptation to changing conditions, many companies opt for cuts, not considering the long-term consequences of such actions.

Today, in the era of advanced social media and platforms for sharing opinions about employers, every decision regarding talent management has an immediate impact on the employer’s image. Layoffs, especially mass ones, generate fear, reduce engagement, and prompt employees to minimize effort, fearing they might be next.

In such conditions, when the problem is compounded by communication chaos and a lack of effective leadership, the atmosphere within the company becomes extremely difficult. It raises the question: can we stop treating employees as excess weight and start treating them as valuable crew members?

Loyalty is a two-way street. You cannot expect commitment from employees without demonstrating loyalty from the employer’s side. Difficult times require solid support between Operations and HR. Moving from words to actions is challenging, and many companies get stuck at the stage of creating effective presentations without proceeding to actual implementation.

Just like a wise captain seeking innovative solutions in the face of a storm, companies can adapt strategies that avoid difficult decisions, such as layoffs. Monitoring market trends and analyzing data, strategic long-term thinking, and maintaining open communication and strong leadership can help companies not only survive the crisis but emerge stronger, building lasting loyalty and preserving valuable talents.

This approach transforms the stormy sea of challenges into an opportunity to build a cohesive crew, ready for future successes, and creates a balanced work environment where people are truly at the center of operations.

Photo: Pexels Photo