This article discusses the issues of how important 
the influence of staff loyalty on the work of the 
enterprise is, and how it can be improved. Every 
modern developed organization strives to reach a 
state where employees are not indifferent to the 
results of the company's activities, trends in its 
development. The level of economic security of 
the enterprise, the potential of its strategic 
economic growth depends on the degree of 
harmony within the team, as well as between 
management and employees. The degree of 
employee interest in work, the desire to work and 
achieve their own effectiveness forms the level of 
employee loyalty in the organization. The most 
important problem for managing management is 
the formation of ways to increase the loyalty of its 
employees. It is concluded that increasing staff 
loyalty has a positive effect on business efficiency, 
because employees themselves are interested in 
working more productively, spending less 
resources on it.

Employee loyalty is an important component of quality
progressive development of any business entity.
Let's define what the loyalty of employees to the organization should be understood as
internally motivated desire of staff, employees of all departments,
act for the benefit of the development of the company, for the benefit of their own improvement in
within this company, as well as the absence of the need to search for a new place
performance and feelings of misunderstanding on the part of owners and management
business entity with which the employee currently has established
strong labor relations within the framework of the legislation.
A loyal employee feels calm in the working atmosphere that
created by the management of the company and supported by its employees. The fact is that
low level of staff loyalty is the engine of growth of the coefficient
staff turnover. The latter is the actual problem of the majority morally and
ideologically lagging behind progressive methods of interaction between management and
employees of business entities.

The problem of staff turnover is relevant for the company, both from the position
quantitative shortage of employees in it, and in terms of the loss of experienced and
highly qualified personnel. Particularly problematic for general
strategic development of the organization, the situation when the employees of the company
acquire skills within a given organizational ecosystem, and then, due to a number of
circumstances, including those associated with a low level of loyalty at the enterprise in
in general, leave this enterprise. In such a situation, financial losses are obvious.
companies associated with the investment of funds and knowledge capital in new employees, and
also organizational difficulties caused by the necessary continuous training of all
new and new employees.

A trainee trained in such a company often becomes competitive
labor resource profitably appropriated by competitors in the labor market and more
rationally used in order to increase their own economic
potential. With a competent program to retain such labor resources and
built-up employee loyalty ecosystem in the company, ensured its
strengthening of qualified personnel in the long term, and without
financial investments, given that the department previously invested in such an intern training of a competitor's company - the so-called parent company in terms of obtaining skills for an employee of the company.

A well-established for a novice specialist idea of \u200b\u200bwork as
forced pastime due to the need to avoid hunger, and not
having an ecosystem of growth and development is extremely erroneous. Most
unpromising in the long term, representatives of the leadership
management or business owners who share similar views. For
such workers are more "obligated" than "creative". Labor creates a product, therefore, the worker creates for the benefit of society, in
in particular the consumer, for the benefit of the company, in particular, increasing its financial result and level of ensuring economic security, and for the benefit of yourself, then
eat for the benefit of their own development through skills and financial
independence, through the acquisition of wages and, most importantly, in the system increasing loyalty, - the bonus component of wages.
If the management of the enterprise does not see points of development in human capital and improvement, then such an enterprise in the long run becomes
uncompetitive, because staff turnover is increasing, employees due to
low loyalty move to companies where their work is more appreciated, and goals are more reasoned.

The award is the most important tool for increasing loyalty
employees of the company, used as an encouragement of all creative processes,
coming from specialists, including those related to their own development, to
for example, upgrading their skills or taking skills development courses.
A state in a work team in which employees, managers,
senior management, the owners are sincerely positive about
own place of work, about the company, working conditions, long-term strategies
development, tactical development programs, and also reasonably influence
on the negative aspects of the development of an economic entity, trying to correct
negative trends and bring the company to a qualitatively high level, with
in terms of developing loyalty and a favorable atmosphere among employees,
can be considered ideal or close to ideal. Such a company is consolidated
strives for growth, looking for ways to conquer the market, oust competitors through
enhancing competitive advantages.
It is important to consider ways to achieve such a state of the ecosystem, in which
the highest level of employee loyalty.

Let's define ways to increase employee loyalty:
− a clear quantitative assessment of the performance of employees;
− a regulated opportunity to influence the level of wages and its
the bonus component, the creation of an incentive system for high performance in
a variety of functionals;
− regulated career hierarchy with transparent and accessible
promotion schemes;
− competitive wages in the labor market;
− the possibility of influencing the work schedule, including as an incentive
measures for high performance;
- the ability to select a work schedule according to the system 5 through 2, 2 through 2 or
another;
− the possibility of mobile exchange of shifts between employees, including
by submitting an electronic application;
- the possibility of mobile application for a day off, deducted from the salary;
− introduction of unexpected (gift) weekends or free hours
increase employee morale;
− guaranteed by a high level of efficiency in the process of work
the ability to choose the date of vacation;
− the possibility of switching to a remote work format;
− constant change of functionality and learning new skills to reduce
the level of staff turnover and reducing the degree of burnout;

− periodic informal meetings, joint trips or online meetings in order to maintain a favorable atmosphere in teams and increase
cohesion;
− application of the “thirteenth” salary in relation to employees who have distinguished themselves
low downtime, high efficiency;
− creation of a system for monitoring and systematic evaluation of the work
space (PC) affecting wages;
− creation of information spaces for informal communication and
acquaintances of the team, groups, divisions - conversations in Zoom and
Whatsapp etc.;
− creation of a feedback system in which employees constantly and
systematically can informally declare problems in departments, groups,
functionals; further monitor the results of upgrades and, as a result,
feel like an important part of the team;
− free, including partial, provision of services to a company of its
employees; discounts; VHI, etc.
Thus, we found out how high the influence of staff loyalty is
on business performance. The labor efficiency of loyal employees is higher, and
the company spends less resources, which positively affects
competitiveness and sustainability of the company. Therefore, loyal behavior
personnel, aimed at achieving the goals of the organization, contributes to the increase
the level of economic security of the enterprise. Employees with a high level
loyalty to their organization strive to work more productively, with
the least losses, saving means of production and resources, achieving greater
results than employees with a low level of loyalty, and the ways described
raises will allow the company to become, among other things, leaders in the competitive market
labor.