If you operate with the philosophy that looking after #1 is all that counts and you’ll stick with your current employer only until you think you see something better on the horizon, that’s a questionable rationale. On the other hand, blind loyalty to your employer that ignores any other considerations is going to the other extreme. Neither choice is great, and neither is likely to provide you with solid career success.
Company Loyalty vs. Focus on #1
As is often the case, you’re probably going to see a better outcome for your efforts if you position yourself somewhere in the middle of the spectrum. That is, you acknowledge that the company that pays your salary deserves a certain amount of consideration in return, which means you invest the emotional energy to produce the value you’re getting paid for. At the same time, you don’t sacrifice everything (such as close family relationships) to satisfy an employer’s expectation that you’ll be available 24×7, 365 days a year, regardless of your personal needs and well-being
If you’re at the senior management/executive team level in your career–or pushing hard to get there–you might find this a tough issue to deal with at times. Just be aware that each time you make a choice, you usually have to give up something else–in most cases, you can’t “have your cake and eat it, too.” It ties back to the concept of opportunity costs; spending your available time or money on one thing means that you don’t have it available to spend on something else.
Your best course, in many cases, is to adopt a practical approach to protecting yourself and your career at each job you hold, while not short-changing your employer.
Company Loyalty–So How Much is Too Much?
Company culture can influence expectations about performance, about what you will be expected to do versus what you might have thought you agreed to do when you took the job. If a company has a very “driven” atmosphere from the CEO on down, you might have to either toe the line or be prepared to bail (find a hopefully less demanding job elsewhere).
When you’re evaluating possible actions to take, keep in mind that your employer is a business organization, not your lifelong buddy. Even the best companies might sometimes make pragmatic decisions that run counter to your preference. The rest of them will probably exhibit a wide range of attitudes (if a company can have an attitude), all the way down to responding with “you’ve got a job, you should be grateful and just do what you’re told” to any concerns you might raise about what’s being expected of you.
An article I read by Alan Henry, titled “The Company You Work For Is Not Your Friend,” makes some good points about not counting too heavily on the company (and in particular, HR) to look out for your interests. Among other things, he maintains that HR primarily exists to protect the company, not to help you, and it shouldn’t be your first choice in seeking to remedy a troublesome situation. He also mentions the double standard that expects employees to give two weeks’ notice before leaving but allows companies to lay off employees with little or no warning.
Basically, your goal is to maintain a balance between practicing smart career management and giving full value to employers for compensation received.