Many of you are familiar with the phrase: "an honest day's work for an honest day's pay." Seems fair enough, doesn't it? In other words, the employee should work hard on the job as a way of being loyal to their employer. Likewise, the employer has a duty to compensate and treat workers fairly. However, over time, the manipulation of such agreements, from both the employer and employee, has caused many organizations to question whether the term "loyalty" even exists in today's workforce.

I recognize that this subject may pique your interest, considering the recent layoffs within the Delta during the past year. The message that better workplace loyalty can translate into a distinct competitive advantage should naturally resonate with those of you in management positions. Yet, I'm not so sure that the importance of workplace loyalty has resonated strongly enough here in the Delta.

Loyalty's long-term impact on performance is not something that can be dismissed or downplayed. Although the layoffs and closings will continue to have a major ripple effect on our economy - it serves to remind us that building workplace loyalty requires diligence and an ongoing commitment. There is no doubt that a strong, unique employment contract based on loyalty can supersede the occasional labor issues we may face.

Our parents spent the majority of their career under the old job-for-life employment theory. Employees were under the impression that if they worked hard and played by the rules, they were pretty much guaranteed a career or at least a job for life. In return, these employees bestowed their every productive breath upon the organization and rarely thought about leaving. I'm sure many of you have experienced that same mindset within your organization.

But, the old employment contract - lifetime employment in exchange for loyalty - is gone. A new employment contract has taken its place. Whereas the promise of being together forever (like marriage) was once the employment pact of our parents, we now must think of the employment relationship like dating. We're meeting each others needs for the moment, but we're not making any long term commitments. This new deal gives everyone an easy out - but there is no long term loyalty or commitment binding employees to employers and vice-versa.

As a Human Resource Director, I believe a new contract based on a mutually beneficial, two-way commitment between employer and employee can be achieved. Loyalty essentially comes down to a commitment on both the employer and employee. It takes a responsible employer and a flexible employee bonded together by the adhesive power of mutual self-interest. After all, loyalty is a two-way street, and both parties have to be faithful.

Just what constitutes a responsible employer?

I believe a responsible employer must share two broad characteristics:
* a realistic commitment to the long haul; and
* offer a career plan that includes the tools employees need to succeed.

A responsible employer takes a long-term view of employment. This doesn't mean they guarantee jobs for life or fail to remove under-performing employees or disregard profit and stakeholders. It means that employers must do their best to retain employees who are performing well in their jobs and use layoffs only as a last resort.

Another positive way employers can demonstrate commitment to the long haul is educate employees about the financial aspects of the organization or business. I believe that an employee who understands the economic "drivers" of the organization or business and that his/her own financial security is directly tied to the success of the organization will care more about things like cost control, productivity and - in particular - customer service.

The second mark of a responsible employer is to offer employees a career plan that includes the training and mentoring necessary to groom and guide successful careers. In today's extremely competitive environment, where every mistake could affect customer delivery, Delta businesses and industry should take on-going training very seriously. Continuous education keeps employees - full and/or part-time - motivated and their skills up to date.

As I stated earlier, loyalty is a two-way street. So what about things on the other side of the road? We've talked about responsible employers. How about flexible employees?

Flexible employees must take charge of their own careers. Although a good organization will offer tools to succeed, it is the employee's responsibility to pick up those tools and start using them. In other words, it is the employee's duty to stay employable in an era where lifetime employment is no longer guaranteed. That means taking training seriously - seeking ways to learn something new and moving beyond comfort zones to take on added responsibility. Flexible and responsible employees also understand that raises and promotions are not gifts - they're organization "thank you's" for a job well done.

In the best of worlds, strong performance and loyalty are connected and reinforced through a web of recognition and reward. In organizations where employees are more satisfied with their workplace relations - productivity is also generally higher. This is a strong business case for employee loyalty. Here's the lesson: loyalty pays off in the long term. Employers benefit. Employees benefit and are happier. Customers are better served and so, ultimately, are all stakeholders.

What do you like about your job?
I have always liked working to help people and this job provides many opportunities to do that. I have been around emergency services for years. I lived just a few houses up the street from the Yazoo City Fire Chief and have been a friend of his youngest son for many years. We all watched him walk out of the house, light his pipe then get in the Fire Chief's car and scream off to the fire. I also built a relationship with the Civil Defense office there some years later. Search and Rescue and the Fire Service are two places you can really help someone in need.

What do you like best about living in Bolivar County?
My wife, Sharon, and I moved here in 1982. She graduated from Delta State and I had been here several times. We just liked the people here and they accepted us. So, I like the people best.

How could Bolivar County be improved?
I think that everyone has a duty to do something to add back to their community. They could volunteer in one or more of the many groups, agencies, or medical facilities. The volunteer services in this county is one of the main things that makes it great. The Red Cross for years now has needed volunteers and we just have not had nearly enough to fill the roles.