1. When Loyalty Becomes a Burden
Loyalty is often seen as one of the greatest virtues in companies. Those who are loyal are considered to be trustworthy, reliable, and team-oriented. Yet loyalty can also become a trap - especially for people in leadership positions.
I remember a colleague from one of my former corporate roles. Like me, he was a department head, reporting directly to the executive board. A remarkable person: intelligent, diligent, principled, trusted, and respected by his team. Someone who never raised his voice, took responsibility, stood up for his people - and who was always loyal: to his team, to the management, to the company.
But that very loyalty became his downfall. His department was constantly restructured, projects were stopped, priorities shifted. Management decisions wore him and his team down. I could see how much he suffered - mentally and physically. Yet he stayed. Because leaving felt like abandoning others.
2. When Loyalty Turns Into Self-Sacrifice
I admired his perseverance but also felt deeply for him. It was clear that many benefited from his loyalty - his team, his superiors, the company. The only one who didn’t was him.
Loyalty can turn into a form of self-denial. You stay even though you know the situation is draining you. You protect others, but no one protects you.
3. The Bitter End of Loyalty
What I’ve seen repeatedly in the years since: loyalty is rarely rewarded. When someone who has been dedicated for years resigns or is let go, that loyalty suddenly counts for very little.
Projects are reassigned, structures reshaped, roles redefined - as if to say, “New brooms sweep clean.” And the friendly connections that once felt so solid fade almost overnight.
That’s not cynicism - it’s reality. Companies must evolve. But it shows something crucial: loyalty is no guarantee of lasting appreciation. Those who stay purely out of duty often lose twice - first their energy, then their relevance.
4. Real Loyalty Requires Clarity
What I’ve learned from those experiences: loyalty is not a virtue in itself. It only becomes one when paired with clarity.
Loyalty without clarity leads to exhaustion.
Clarity without loyalty leads to coldness.
The balance comes from asking honestly: What am I loyal to - people, values, a shared vision? Or just a system I no longer believe in?
5. What This Means for Leadership
Companies, too, must learn not to confuse loyalty with blind obedience. Some hold on to employees too long simply because they’ve “been loyal,” not because they’re still the right fit. Others stay because they feel indebted to those they like.
But true loyalty means doing what’s right - even when it’s hard.
6. My Recommandation
What - and whom - are you still loyal to?
Does your loyalty foster growth, or does it hold you back?
And when might honesty be the higher form of loyalty?
Because loyalty without clarity can be admirable - but it’s rarely healthy.
And almost never rewarded in the long run.
