Loyalty used to be the bedrock of agency life: People joined a team, learned the ropes, climbed the ladder and built a legacy. Today, the concept of loyalty feels almost vintage. In a post-pandemic world defined by "quiet quitting," the "Great Resignation" and a restless search for the next big thing, sticking around can seem counterintuitive for many PR professionals.
The PR industry has always been fast-paced, but the revolving door has been spinning faster than ever. There has been a shift where staying at the same company for two years is considered a "long tenure" and jumping ship for a title bump or a slightly higher salary is the norm. But is constant movement really leading to positive change?
As a “loyal gatekeeper,” I spent 18 years with the same employer, which is a lifetime in agency years. It wasn’t about lack of ambition; it was because of perceived potential. I’ve now found myself in another rare ecosystem where loyalty isn't just a buzzword; it’s part of the agency’s culture. (Many team members at Pipitone have tenures spanning one, two or even three decades).
But what creates this kind of stickiness? It’s rarely just about a paycheck. It’s about leadership that provides what professionals actually need: growth opportunities, genuine support, empathy and—when possible—loyalty in return.
Professionals feeling the itch to move should pause for a second. Before updating a LinkedIn status to “open to work,” it’s worth considering the benefits of staying put.
Don't Leave for the Sake of Leaving
We’ve all experienced those weeks: a client crisis that won’t end, disappointing metrics on a campaign or just plain burnout. It’s easy to look at posts on social media and assume everyone else has it all figured out. But leaving solely to escape a temporary rough patch is often a mistake.
The "grass is greener" syndrome is real, and often, that green tint is just a filter. Countless professionals leave agencies in search of the perfect fit, only to find themselves in a culture that doesn’t align with their values. Or worse, finding themselves "last in, first out" during a round of layoffs.
For those chasing money, it’s important to reflect and take time to process honestly. Financial growth is valid, but when a team member leaves a supportive culture for a 10% raise in a questionable environment, the math rarely works out in their favor, emotionally or mentally.
Assessing "Growth Velocity"
One of the biggest drivers of turnover is the feeling of stagnation. It’s natural for those who feel like they’ve hit a ceiling to look for a skylight elsewhere. But before leaving, professionals should ask themselves if they’re really stagnant or simply comfortable.
Loyalty helps build institutional equity. With staying comes a deeper understanding of clients, history and internal politics that new hires simply don’t have. This equity can often be leveraged for new opportunities within an organization.
It’s important for professionals to have an honest conversation with leadership and ask about their path forward. If the answer is vague or nonexistent, then yes, it might be time to start searching. But if there’s a roadmap to evolve—to take on new verticals, lead different teams or pioneer AI integration like we see happening across the industry—then staying might accelerate a career faster than starting over somewhere else.
Loyalty Is a Two-way Street
Loyalty shouldn't be blind. It requires reciprocity.
Leadership should be evaluated for their supportiveness. Do they advocate for mental health? Do they treat employees as human beings rather than billable resources? Employee turnover can also be a key indicator of organizational commitment. Longer tenure among leadership and team members often signals that an organization invests in its people.
Giving 110% without receiving investment back in terms of mentorship, flexibility or recognition is not loyalty; it’s exploitation. True loyalty creates a safety net that fosters risk-taking and vulnerability, which is where real creative growth happens.
The Verdict
There is no shame in moving on when a chapter is truly finished. However, in an industry obsessed with the 'new,' there is profound power in the 'known.' Building deep relationships, witnessing the long-term impact of strategies and growing alongside a trusted team offers satisfaction that job-hopping simply cannot replicate.
Before taking a leap, professionals should ask themselves whether they are running away from something or running toward something better. The answer might be surprising.
Melissa Dunn is VP of Integrated Communications at Pipitone.