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Picture of Sarah Robinson

Sarah Robinson

Sarah Robinson is the CEO of Fierce Loyalty Inc. Sarah and her team advise businesses and organizations on creating fiercely loyal internal and external communities that increase profits, reduce attrition and foster remarkable brands. She is a regular guest expert at MSNBC and is ranked by both Forbes and Dun & Bradstreet as a top Twitter expert on entrepreneurship and small business.
Picture of Sarah Robinson

Sarah Robinson

Sarah Robinson is the CEO of Fierce Loyalty Inc. Sarah and her team advise businesses and organizations on creating fiercely loyal internal and external communities that increase profits, reduce attrition and foster remarkable brands. She is a regular guest expert at MSNBC and is ranked by both Forbes and Dun & Bradstreet as a top Twitter expert on entrepreneurship and small business.

How Fierce Loyalty Goes Terribly Wrong, Part 1

DISCLAIMER: This article is not aimed at any specific group or groups, or “those other people who are wrong”. We all have a part to play. You’d have to be living in an air-sealed cave to be unaware of the rise of Fiercely Loyal and Fiercely Dangerous groups around the world. I won’t go into specific details about any of them because all anyone has to do is turn on the news or scroll through Facebook to get more than enough information. However, there is one question I keep hearing from my friends, colleagues and even total strangers on social media

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The Talent You’re Looking For Doesn’t Have a Resume

A recent expedition into a client research project gave me a sudden “A-Ha” about creating a Fiercely Loyal internal culture. While I can’t share the specifics of the project, I can share what I learned and how it is directly linked to creating a Fiercely Loyal culture, the kind where amazing work gets done and no one is job hopping. First let me share a significant framework: According to Gallup research, lost productivity due to employee disengagement costs more than $450 billion in the U.S. annually. This staggering statistic says there is something very very wrong in the workplace. Organizations know it. One

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