Reports
Loyalty Quotient to Loyalty ®: Ignite the Heartbeat of Your Organization
Loyalty is more than a commendable trait—it’s the cornerstone of organizational success. Research shows that 79% of executives believe that fostering a sense of purpose is essential to their organization’s success, while 44% of employees seek alignment with their organization’s purpose as a key factor in staying with their employer (Deloitte’s “2021 Global Human Capital Trends”). This underscores a fundamental truth: employees are more loyal when they feel connected to their organization’s purpose.
A report evaluates up to 125 members. You will get a single detailed report for the whole team, including a separate report dedicated to each team subject.
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LoginFrequently Asked Questions
The process is designed for dual benefit: The LQL score is first for the management because it is an indication of how they are working with the individual organizational members and the result is a consequence of their actions and the members’ development. Thus, the first report is for the management and they can use it as a foundation for a conversation about ways to further improve themselves and the work environment and culture. The second report OBB is directly shared with the subject.
We take data sensitivity very seriously. The LQL scores are first provided to management as a basis for initiating constructive conversations. While the management report helps leaders understand their influence on employee dedication, the individual report is shared directly with the employee. This dual-report approach maintains confidentiality and minimizes the risk of bias or misuse of the data.
The instrument is designed solely to highlight areas for improvement and foster constructive dialogue. It is not intended to be integrated into formal performance reviews, thereby ensuring that the focus remains on personal and organizational growth rather than on punitive measures.
A lower LQL can be a predictor of work and cultural socialization issues, and potential turnover. However, context is key. For new employees or organizations undergoing significant changes, lower scores are common. It is normal for new employees to be on the lower spectrum of the scale and it is the management’s role interpret these scores constructively and work with employees on development and integration.
The instrument Loyalty Quotient to Loyalty generates two complementary reports:
Management Report: Provides an overall outlook of the organization’s loyalty levels. This report guides one-on-one meetings and strategic discussions on maintaining or enhancing current levels.
Employee Report: Offers personalized insights for self-reflection, highlighting specific behaviors and areas for personal growth in Organizational Business Behavior. Together, these reports create a foundation for collaborative improvement without assigning blame.
Loyalty is a word with various connotations. Our seven-year research led us to the concept of loyalty to loyalty. A fully developed concept which is a reflection of the management practises and the employees’ behaviors. By measuring this dynamic, we provide insights into how they are both loyal to the overreaching goal of the organization, its cause to exist, and their behavior towards it and towards the members of the organization.