Jan 23, 2007

Carnival of Branding

Welcome to the January 23, 2007 edition of carnival of employer branding.

Attraction and Retention

Adeolu Akinyemi presents Deoluakinyemi » Daily Motivation and Development for People and Organizations - ASE  » Blog Archive   » Branded Culture-Brandfaces article 003 posted at Career Boost.

Charles H. Green presents Faking Sincerity: The Case of Loyalty posted at Trust Matters, saying, "What kind of message is your use/misuse of "customer loyalty" sending your employees?"

David Maister presents A Home Fit For Heroes? posted at Passion, People and Principles, saying, "How do you make your company attractive to workplace heroes?"

Branding

Scott Lee presents Dress for Success - How Others Perceive You From Your Clothes posted at Dirty Mechanism.

Michelle presents Choose the identity that defines your entity posted at Aridni, saying, "This is an article about setting up your business, and it can be applied to restructuring as well."

Krishna De presents Industry awards can build your brand posted at Krishna De, saying, "Five reasons that entering for an award can build your corporate brand, your employer brand and your personal brand"

Craig Harper presents 35 tips for creating and maintaining a successful startup posted at Renovate your life with Craig, saying, "At some stage, every successful business was simply an idea floating around in someone's head. Nothing more. And then one day someone took that idea, wrapped it in an action plan, made some decisions, got off their butt and turned a theoretical concept into a practical, living, breathing reality."

Communication

Steven Silvers presents Wal-Mart must use advertising to keep its reputation from becoming an even bigger liability. posted at Scatterbox at stevensilvers.com, saying, "There are three good reasons why any company in Wal-Mart’s position must use political-type commercials to defend itself in the court of public opinion."

Employee Engagement

Charles H. Green presents I'm OK, You're an Idiot posted at Trust Matters, saying, "You may secretly think that your employees are idiots.  Well, they think you're an idiot, too.  Why not get over it, work together, and do something great?"

Leadership

David Maister presents What a Company Needs Most posted at Passion, People and Principles, saying, "What do you think are the most important key ingredients for a company?"

David Maister presents Earning Trust - new careers podcast posted at Passion, People and Principles, saying, "Do your employees trust you? The only way to be trusted is being truly trustworthy and showing it through your behavior."

David presents The 7 Traits of Highly Effective Teams posted at Worldwide Success, saying, "As individuals, we can achieve many commendable goals.  However, significant, large accomplishments that have a major impact in a company, a community, or the entire world, can only be achieved with a group of people.  This article will explore success from a broader perspective, beyond the individual.  We will discuss the 7 traits of highly effective, successful teams."

Erek Ostrowski presents Personality vs. Purpose posted at Verve Coaching.

That concludes this edition.  Submit your blog article to the next edition of carnival of employer branding using our carnival submission form. Past posts and future hosts can be found on our blog carnival index page.

23 Jan 2007 18:03:04 | Leadership

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Do you think about the future of your employer brand? The world is changing, and I work with people to look at how that change can work for them now, so that they can evolve into the new style corporation that attracts talent rather than repels it. People want more freedom, want a voice, want a life/work balance, want a new style of business and unless they get that, then they will continue to become self-employed to try and define their own future. Here are some questions that you need to be asking internally now What are our core skills that we need to develop, and what functions could be outsourced? What do we mean by outsourcing...is that a network of homeworkers in your area? talent in India and Asia? management buy out of key functions? How do we build flexibility into our culture? For example do we develop people to lead/manage homeworkers? How do we give more autonomy to the younger generations? How do we use technology not as a transactional tool, but as a value added tool? How do we retain the older workers who have key talents, can we find a way of allowing them more freedom but retaining our access to their skills? How can we tap into the range of entrepreneurs that are out there NOW.....can we redefine the market place by not having any salaried workers and have all self-employed? What are the skills we will need in the future and what do we need to do NOW to attract the talent in the future? How can we serve our customer 24/7, and yet give more flexibility to our employees? How do we, as leaders UNDERSTAND the needs of the next generation? How much time do your leaders spend at colleges, on line etc understanding what the talent pool wants? Success will depend on redefining your business employment model. Companies are working on this now...I am working with 3 outstanding companies who have asked themselves.."If we were setting up this business today, what would our employment model look like?" So instead of trying to remould, they are working with the employees to break the mould! Now that brings employee engagement....
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D'oh the Simpson guide to your first day So you spend a fortune on advertising, management time on recruiting, and then you lose the plot on their first day.... Today a friend of mine started at a new company, he was delighted the interview process had ignited his passion. He turned up and guess what.....his new manager had forgotten he was starting today. He was asked to wait in reception, and to occupy himself for the next 2 hours 10 minutes (!) he watched and suddenly felt like Bart Simpson, here's why D'oh if I am valued why did you forget about me? D'oh I have just read the beautiful values in the gorgeous frame...respect, valuing people, inspiring...mmmm not how I feel. D'oh I remember him saying that every person in this organisation is valued, so why do people not even acknowledge the receptionist as they pass her, despite her direct smile at them. D'oh if this is a great place to work why have I witnessed 2 separate gossiping sessions about everything that is wrong with the company in the reception area. D'oh if I was a customer would you leave me without even the offer of a coffee for over 2 hours. The list went on.... Then the manager arrived D'oh if you are the person who interviewed me, why not apologize? D'oh if you value talent and want to attract the best, why are you saying "Go home and come back tomorrow, you may be able to find some time tomorrow" This is a true story would you believe and a company that has a strong reputation as an employer! My mate is now disengaged, wondering whether he has made the biggest mistake of his career and already mentally leaving the company. This may be an extreme case, but first impressions count SO MUCH. I would always treat new talent as I would a customer. I wanted the first impression to be impressive...igniting their soul, and ensuring that they believed that they had almost fallen in love again, only this time with a company. Building loyalty starts from the day that the person is interested in joining the company and will last as long as you deliver on your promises. Will he stay with this new employer even if tomorrow is better- I doubt it, because now the company has to prove to him that they do live the values....and I don't believe they even realise it! Sad.

Anna Farmery

Social Marketing Architect, Speaker, Author and in spare time completing PhD on the future of the social business model

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