How to Foster Long-Term Loyalty Among New Hires

The benefits of a loyal workforce

Did you know that on average a person will have 12 jobs over their lifetime and spend an astonishing 90,000 hours at work? For hospitality businesses, this means investing a tremendous amount of time and resources into recruiting, onboarding, and training new staff. A loyal and committed team isn’t just a nice-to-have; it’s vital for long-term business survival.

Employees care deeply about fairness, truth, and responsibility. They want to work for an employer who not only espouses these values but lives them daily. Loyal employees are less likely to resign, are proven to work harder and stick with employers through tough times, helping to build stronger, more resilient businesses.

Loyal employees can also help create a better work environment for themselves and their co-workers. They are more likely to stay in their roles, are absent less, are less inclined to change jobs frequently, are more productive, and provide better customer service.

Why employees leave

To understand how to foster long-term loyalty, you have to understand why new starts leave – the resounding answer is ‘people’. Positive relationships with managers and colleagues, along with feeling valued and appreciated are the reasons new starts stay and thrive.

Focus on your people

Creating an environment where new starts are nurtured and encouraged to develop positive working relationships with their colleagues is a vital component in having a loyal workforce.

Consider giving new employees a platform to voice fresh ideas from day one. Empower them with real responsibilities instead of easing them in. This not only shows trust but also ignites a sense of ownership. When employees feel they have a stake in the company’s success, their commitment naturally deepens.

Manage Expectations from Day One

In a candidate-driven marketplace, candidates have more job opportunities and they’re probably not looking to change roles because their current employer keeps them busy, engaged, valued and well rewarded.

As an employer/manager clearly outline what your new hire can expect from you, and what you expect in return. Encourage your new hire to be clear on how they want to develop within their new role.

Manage their expectations openly and honestly. If they want a new role that has flexibility, and you can deliver on that, say so.

What Do New Hires Want from an Employer?

While salary and benefits are important, today’s new hires want more. They seek a brand that aligns with their own values, where they feel ‘seen’ and appreciated. Benefits that match their personal needs, opportunities for career development, and training are high on their list.

Interestingly, the number one benefit hospitality job seekers are looking for is flexible working arrangements. Ensuring a good work-life balance isn’t just a perk—it’s a necessity for attracting and retaining top talent.

Building long-term loyalty among new hires is an ongoing process that requires intentional effort and genuine care. By focusing on your people, investing in their growth, showing appreciation, and aligning with their values, you create a workplace where employees are not just satisfied but truly engaged and committed.

Empowerment and Ownership

Flipping the traditional hierarchy can be a game-changer. By involving new hires in decision-making processes and encouraging their input, you cultivate an environment where innovation thrives. This approach can lead to fresh perspectives that benefit the entire organisation.

Cultivate Open Communication – Involve new hires in the conversation about how their role could be improved. Ask for their feedback and, crucially, listen to what they have to say. You might not be able to implement every suggestion, but acknowledging their input reinforces that they are an integral and valued part of your team.

Career development

Retention and brand loyalty skyrocket when employers offer tailor-made training and development opportunities. Giving new hires the tools and training to excel right from the start fosters a positive attitude toward your brand.

Employers who invest in training and development see noticeably improvements in performance, job satisfaction and retention in their teams, added to which new skills can be shared with other team members.

Increasing retention is crucial for the long-term success of any business. By providing mentoring to new employees to help them develop both hard and soft skills, you are safeguarding your business against future talent shortages, fostering loyalty, and boosting retention.

Check in with your people

The best way to measure employee loyalty is by regularly providing opportunities for your employees to share feedback. Ideally, feedback should be an integral part of your company culture, flowing in all directions.

Creating clear channels for people to communicate their feedback and challenges with your business managers and leaders is essential. When organisations are sincere about their desire to grow, and transparent about the changes they are making, it positively impacts employee loyalty.

Management’s role in developing employee loyalty

Managers are your employee’s most direct link to your business. Although people understand that there is a distinction between a manager and the company, the lines can often become blurred. Managers are responsible for implementing your policies and achieving business goals. If a manager displays toxic behaviours and the company does not intervene, it may be seen as an endorsement.

Managers undeniably influence work experiences which have been shown to be the main reason new hires leave their roles. Support and encourage managers to foster a positive working environment from onboarding onwards.

Managers can develop employee loyalty by taken some specific actions:

• Listen – give team members the opportunity to tell you how things are for them at work. Let them take the lead in one-to-one meetings
• Encouragement – support and praise your team members and give them opportunities to grow within their roles
• Share – tell your employees what you think is working well and ideas you have for them, their development and future within the company
• Recognition – look for ways to implement employee recognition schemes, no matter how small scale. People love to feel appreciated and valued
• Honesty – be honest and transparent about company goals, work rotas, upcoming changes within the business that might affect them personally

Top tips to build and encourage employee loyalty

• Look at your organisation’s structure – does it have procedures in place that encourage and allow new recruits to be heard and acknowledged? Pay close attention to any feedback about engagement and satisfaction and address any negative feedback as a priority.
• Ask questions – find out what your people like and dislike about their jobs and consider asking them what they would hypothetically look for in a new job if they were leaving. Use this information to develop your recruitment and HR processes.
• Review pay and benefits and check if your team members are happy. Salary isn’t everything but if there are some standout challenges in retention, it is a major factor in the stay/leave decision.
• Offer development opportunities from the outset. Where a business offers room for personal growth, people are much more likely to stay because they can see how it will benefit them personally.
• Make your people your priority and employee retention and loyalty will grow. There are no shortcuts but when you make investments in mutual respect, authenticity and transparency the result is a business built on loyalty, values and a mutual desire to succeed.
• Say ‘Thank You’ and listen. Never underestimate the power of appreciation. A simple ‘thank you’ or genuine praise when new hires go the extra mile can significantly boost morale. Feeling valued makes employees far more likely to stay than if their efforts go unnoticed.