🧐 “How Do We Make Employees Love the Company?” = The Wrong Question for Modern Leaders
(The real question: “How do we make employees feel the company loves them?”—the one that creates genuine and lasting commitment.)
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💖 The Old Question… That Often Yields False Answers
“How do we get employees to love the company?”
It sounds noble. It sounds well-intentioned. But in truth, it is a trap.
Because love can never be begged for—or bought with perks. Love is born of actions that show people their value—especially on the days they feel weakest, make mistakes, or doubt themselves the most.
Asking “How do we make them love us?” is like wanting someone’s affection without ever asking whether they actually feel loved by you.
If there’s one question every executive meeting should be asking, it is this:
“How do we make employees feel the organization truly loves them?”
When people feel it, genuine commitment follows—without coercion. It shows up in dedication, loyalty, and the courage to stay the course long term.
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🎁 The Perks Trap = Conditional Love
• Ping-pong tables, free lunches, annual outings, beautifully designed offices—all of these improve the work environment and the company’s image. But none of them are the root of love or loyalty.
• That is transactional love—“You give me this, so I’ll stay.” It is fragile. The moment benefits shrink or better offers appear, the relationship collapses.
• What truly keeps people is not what makes them come, but what makes them stay: the feeling that, even in failure, the organization still trusts and stands by them.
• People won’t remember every offsite trip. But they will never forget whether their leader stood with them the day things fell apart.
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🛡️ Crisis = The Moment of Leadership Judgment
When projects fail, customers complain, or deadlines slip—employees instantly ask themselves:
“Will my leader protect me?”
The answer becomes the truest test of the relationship. And it’s not found in strategy decks or PowerPoint slides—but in small acts, brief words, or even moments of silent listening.
• If you look for who to blame before how to fix, you shatter trust in an instant.
• If you say “We’ll solve this together”, you create a bond deeper than any promise.
A good leader is not one who always has the answers. A good leader is the one who does not disappear when storms hit.
In moments of fragility, one act of sincere support is worth more than ten company outings. These moments become cultural memories that shape team behavior for years to come.
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🤝 How Do You Make Employees Feel Loved by the Company?
1. Ask to Understand, Not to Blame
• From “Why did you fail?” → to “What can we learn from this?”
• Open questions create psychological safety, showing people they still have worth—even in failure.
2. Be a Buffer, Not a Conduit of Stress
• Pressure from above? Filter and reframe it so the team can move forward.
• Great leaders don’t transmit negativity. They translate it into understanding, strategy, and renewed drive.
3. Separate the Person from the Work
• Mistakes don’t erase human value. Critique the work, never demean the person.
• Respect must never hinge on one failure.
4. Give Second Chances
• Offering another shot after failure sends a powerful signal: “We still believe in you.”
• This builds unconditional loyalty—because those who feel you won’t abandon them at their lowest will never abandon you when you need them most.
5. Show Care Consistently, Not Only in Crisis
• A simple “Are you doing okay?” on an ordinary day often matters more than comforting words during disaster.
• A culture of care is built on consistency—not one-off gestures.
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✨ Love for the Company Cannot Be Demanded. It Must Be Demonstrated First.
• If you love your team—show it on the day they fail.
• If you value them—say it when they fall silent.
• If you want them to stand firm—stand beside them first.
The leader who makes people feel “I am not alone” is the leader they will remember for life.
In today’s fast-changing world, loyalty cannot be commanded. It can only be built—through relationships grounded in sincerity.
Employees who feel loved by the company will love the company back—genuinely, and without being asked.
#วันละเรื่องสองเรื่อง
#TwoStoriesADay
#TrustBeforeLoyalty
#LeadershipInCrisis
#EmployeeLoveIsEarned
#EmpathyInLeadership
#CultureOfCare
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