Ethics in the Shadows of Misplaced and Broken Loyalties

 "People don't want to report on the table; they want a seat at the table."  (Johnson 24)  The question becomes then, which table?

For some, this question is easier to answer than others.  Personally, I find it simple; but I am usually wrong.  I say this because "loyalties" in corporate America tend to lie in the "bottom dollar" and whatever goal(s) it takes to get one there, with maximum efficiency.  As a human resources professional, though, my loyalties lie with the person, or people, who make up my workforce.  I always say, if you have no people, you have no bottom dollar.  But primarily, people look upward instead of around.  

For two years I have worked for a company undergoing a massive merger, and in that merger, I have had five different bosses assigned to me.  Some have had opinions on loyalty, and some have not.  My most recent manager has said quite specifically, that my loyalties are to the HR department.  A sentiment that I understand, but do not agree with.  When Johnson states "employees are often victimized by corporate betrayal," it hit close to home, or work rather.  He goes on to say, "Individuals commonly develop deep loyalties to their coworkers," which also hit close to home, or work.  

In any field where one is working in a position that has a direct impact to individual ways of life, one's loyalty must lie first in the mission of one's profession, and closely second, to the individuals themselves.  If I went to work each day with the mindset that the "department" was of primary concern, I would be ultimately detached from those who's needs I am there to serve.  I would be concerned with meetings, and emails, and my personal development, all of which come with the territory, but once they become priority number one, you have lost sight of why you are doing the job your in, in the first place.  

My own company, a billion dollar industry, and a highly profitable, 22,000 strong staff, addressed COVID exactly the way Johnson lays out.  "They are quick to slash salaries and benefits (we lost wellness discounts, annual merit increases and gain share bonuses were 1/3 of their normal payout)...Even if the business is good, they don't hesitate to merge with other firms (we found out later the company acquired two new stone companies), eliminating positions (refer back to my 5 bosses), or to shut down domestic plants (our closest facility in Pittsburgh was closed one month after COVID became widespread, April 2020)."  The upper-echelon of corporations' own loyalties are not lost on its employees. 

Furthermore, Johnson clarifies something so precise, that I, myself, have struggled to find the words to reiterate, "In response to growing corporate disloyalty, many younger workers limit the length of their commitment to their employers, with over 40% expecting to leave in two years or less."  Hmmm.

Recently, I have been accused of "job hopping", by my own mother.  My own, non-working mother.  She said to me, when I decided to finally leave this company, "I just don't understand how you change jobs so much."  Well, Johnson is right.  We try to go into a position, with a new company, with optimism on our shoulders.  We believe the things management tells us to get us in the door, and for awhile, we coast through the honeymoon phase of our new employment.  All of the niceties play out in exactly the same way, everyone is willing to lend a helping hand, and understand when you make a mistake or don't understand something pervasive in the company or location.  But once you've shown you do understand, all ties are cut, and you stand alone.    

Now, what I have found to be true on the other side of the shadow, the one inching toward the light, is this:  Where you provide authentic loyalty,  it shows, and eventually it is given in return.  My loyalty to my union has built bridges that could withstand quicksand, and I am proud of that.  My partnerships in various states, with those who have been allowed to vent to me their misgivings and overworked, non-existent work-life balance grievances, have become actual friends.  People who have been quiet and reserved, who I didn't know even cared, have asked me to stay, and even hugged me goodbye.  But it will only take you so far.  

Ultimately, the company has final word though.  Final word on how you feel, what you do, who you report to, and even how your day goes.  When someone tells you to be loyal, it becomes a much larger undertaking than simply showing you that it's a good idea.  Loyalty, believe it or not, even in a company setting, is a two-way street.  And when a company, a department, or even a direct manager, breaks that tie with you, odds are, you were merely tied to them with a magician's handkerchief anyway.  Sooner than later, it was going to disappear, and so are you.