Let’s face it, communication channels have multiplied, so numerous touchpoints with your brand are the rule, not the exception. One notable increase has been the proliferation of informal communications, namely social media, which is now an inevitable part of modern day brand communications. More and more potential employees and individuals with buying power are looking to online communities to get a flavor for a company and its brand attributes.
Successful corporate change – whether it is cultural, functional or growth oriented – is contingent upon employee buy-in. More than ever before, employees are asking questions, demanding transparency and sharing their opinions through social media channels. And more than ever, corporations want these employees to be engaged in the organization and to be ambassadors for the company’s vision.
Did you know that a small percentage of employees has a large influence on the success or failure of any change initiative, regardless of the size of the organization or complexity of the change?
A company with engaged employees is easy to spot. In these organizations, the culture is clearly defined and employees understand the purpose and goals they are working toward. Simply put, there is a feeling of shared success.
The benefits of engaged employees for the company are proven. Companies that engage their employees are 18% more productive and 16% more profitable. It pays to make your company a place your employees want to work. To fully engage an employee, a company must satisfy the individual’s need for success, fulfill their desire to be part of something larger than themselves and create an emotional connection to their workplace.
What makes a company a great place to work? Each year, Fortune magazine releases a list of the top 100 Best Companies to Work For. We’re taking a closer look at the top five, and what their methods can teach you about improving the working environment in your company.
Whether you’ve set out to intentionally create one or not, your company has an HR brand. An HR brand is more specific than your overall brand, and is internal to the company – it encompasses the way your employees experience your workplace and talk about it, the way leadership deals with internal issues and the beliefs employees have about why it’s important to work there.
A recent study conducted by Kenexa found that companies with high levels of employee engagement are more likely to recover faster and stronger after an economic downturn. Do we have your attention?
My coworker and I presented a session at the Society for Human Resource Managers (SHRM) Regional Conference a few weeks ago. The topic: Leveraging Social Media to Engage Employees. The thrust of our talk was that a company can engage employees throughout the employee life cycle. In order to do this, you need to understand […]
As the economy starts to perk up, more visibly in Houston then in other parts of the country, it may be time to measure your customers’ perception of your company. Most companies will know whether they’ve gained or lost market share. But do you know if you’ve lost “mindshare?” Knowing where you’re positioned in the […]
I’ve always been a fan of Kodak (and collect quite a few cameras), but recently have been very interested in them for a different reason: the way they’ve had to deal with change. It’s no secret that most photography is now digital, but you can imagine what this meant for a company like Kodak. Steeped […]