How to Handle Trust and Loyalty Issues with Right-Hand Employees

What do you do in the case of right-hand employees and trust?

A friend called me, and he felt upset but mostly confused about what to do.

Aaron, who owns a successful HR consultancy, just learned that Deirdre accepted another job with a very competitive salary. This wouldn’t be a big deal—people come and go. However, Deirdre plays a crucial role as Aaron’s right-hand woman. She has worked with him since the beginning and excels at what she does. Aaron and Deirdre’s relationship shows the importance of right-hand employees and trust in building a thriving business.

After working together for so many years, they have become friends. Aaron trusts her with his life. The thing is, she has been negotiating for months with one of their largest competitors, and Aaron did not hear about it from her. On one hand, he can offer her a raise, something he has considered for a few months after closing a busy year. On the other hand, he feels betrayed and questions whether their trust can be restored.

Aaron wonders if the trust they built over the years can survive this revelation. Right-hand employees and trust play an intertwined role in business, especially when such employees make pivotal contributions. Trust fosters loyalty and productivity, but when shaken, it creates uncertainty and doubt.

Discussing trust and loyalty: A vital conversation for any business relationship.

He weighs his options. Should he make a counteroffer to retain Deirdre, recognizing her value to the company? Or should he accept her decision to explore other opportunities and let her go? Both paths carry implications for his business and their relationship.

Building a business often requires leaning on others, but situations like this test the boundaries of trust and loyalty. Aaron’s dilemma teaches a critical lesson: even the most trusted right-hand employees might have their plans, and maintaining open communication remains vital for preserving trust in professional relationships.

What would you do?