Thanks to all of you who took time to comment on my “how to reward loyalty” blog. All the observations were well thought-out, and many of them had interesting takeaways. Rather than imposing my own views, I would like to leave you all with yet another dimension of approaching debate topics…

Sometimes, it is not necessary that pros and cons of a debate topic have to be at loggerheads. Such as, in this case, perhaps the best way to reward loyalty is NOT to reward loyalty?! To appreciate this contradictory statement, one needs to get down to the basics and do a cause and effect analysis.

Emphasis on Loyalty  Frustration for relative new comers  Departure of performers amongst new comers  Drought of performers at the top in the long run  Company stops doing well  Opportunities to reward employees start drying up  Departure of loyalists  Company concentrated with job hoppers!!

Emphasis on Performance  Frustration of non-performing loyalists  Their departures replaced by upcoming performers  Top tier is concentrated with performers  Company starts performing better  Growth rewards trickle down to employees  Retention of employees  Company concentrated with loyalists!!!

For the record, Cybage has never given “Loyalty” any weightage in its appraisal parameters. Isn’t it ironical then that many of Cybage’s top-tier employees actually started their professional career with the organization?