Loyalty is a completely overloaded term. Here are some examples of what people mean: -A company spending more on a junior employee than the value they initiall

Loyalty is a completely overloaded term. Here are some examples of what people mean: -A company spending more on a junior employee than the value they initially provide, in exchange for the employee continuing to work at the company after they're profitable -An employee staying at a job even when they have a better offer elsewhere in exchange for job security -The recognition that an employee with company-specific knowledge is generally more valuable than an equally competent employee without that company's knowledge, and compensation/training/benefits/promotions to match -The expectation of extra work/effort during critical moments for the company -Employees being intrinsically motivated to create value for the company. This is frequently what companies want from their employees, but they often have a hard time articulating it. Either way, it's helpful for employers and employees to identify exactly what they mean by loyalty, which aspects of it they want to improve, and what they're willing to change to get it. For example, I've taken learning & interesting projects in place of higher short-term compensation, but I wouldn't accept boring work for the sake of job security.