Just like anything else in the workplace, loyalty needs to be earned. Leaders cannot simply demand loyalty from their teams due to status alone;  while employees  need to earn trust from their employers, the opposite is true, as well.

Loyal teams are the most productive and are made of happy employees—in fact, the ways to create a loyal team often mirror those to create a happy one, as the two are often synonymous. Employee satisfaction will undoubtedly lead to employee loyalty if an employer takes proactive steps to building morale and a sense of unity and longevity.

If you’re looking to create a more solid, long-term team, try these steps:

Step One: Follow the “Golden Rule”
Be loyal to (and trust) your employees. If you want them to treat you and/or the company a certain way, you must give them that same courtesy and lay the groundwork for such trust. Avoid hovering over them and show that you trust them to do a good job.

Step Two: Don’t turn to money to solve problems
 As we’ve stated before, money isn’t everything when it comes to keeping employees happy. In fact, millennials have proven through study after study that their number one concerns, often more important than money, are work-life balance, growth potential, and community involvement.

Step Three: Allow for, and encourage, mobility
If employees feel that they have the opportunity to grow and adapt within the company, they’ll be more likely to stay long-term and invest themselves in the company. In fact, studies show that limited career opportunities are often the number one reason employees leave.

Step Four: Distribute leadership
Giving complete leadership duties to one person may be effective if the person is reliable, but spreading some such tasks out can help employees feel that they are more involved in the overall picture of the company and the success of the team.

Step Five: Show empathy and understanding
 Being flexible for holidays, vacations, and personal time when possible can contribute greatly to employee happiness and therefore loyalty. Of course, there are limitations in any business, but showing empathy especially in instances in which there’s been a family emergency or some other incident is important.

Step Six: Help them meet their goals
Being aware of, and assisting in the completion of, your employees’ goals will reassure them that you’re on their team and want them to succeed. This can factor into giving them mobility and growth potential—for example, if you know that a certain person is looking for a promotion and know they’d be a good fit, help them achieve the necessary training.

Step Seven: Finally, recognize and reward, good work
Who is going to stick around long if they feel the dynamic they’re a part of doesn’t appreciate them? Even the slightest compliment on a job well done can make a big difference in boosting morale.