Cultural change within a company will always cause friction and growing pains. Some of the pushback can be alleviated by getting feedback at every level of the company throughout the process. Unfortunately, this can cause it’s own problems, as people voice their own ideas of what the company is and should be.
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.
Your company is sending out communications every day, but do these messages paint an accurate picture of your customers’ experience with the company? If your customers see a disconnect between what you say you do and what your employees actually do, then that creates a “credibility gap” for your brand.
Creating an authentic brand is all about being consistent: your vision and messaging need to align with employee behaviors. That’s why having a clear purpose is so critical to branding. Robin Tooms, Vice President of Strategy at Savage, talks about how purpose makes it easy to spot a top brand.
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.
When companies participate in M&A activity, they understand that there will be challenges associated with combining two unique businesses into a single entity. How customers will react to the combined business is a big concern. Managing customer expectations, ensuring that the company’s external brand is shifted smoothly and value remains high all need to be addressed in the external rebrand.
A strong, positive culture is a critical part of a successful business — and an even more critical part of successfully combining companies through an acquisition or merger. Jackie Dryden, Savage’s Creative Strategist, talks about the role culture plays when combining organizations.
Every company has a culture, but it can be purposeful or it can be accidental. If no effort has been made to maintain it, culture will define itself. Jackie Dryden, Savage’s Creative Strategist, talks about the role culture plays in defining employee actions.