New Survey Searches for Brandful Companies

Recently I interviewed some job seekers. Some were just starting out in their careers and some were mid-career. My key question: “Have you ever thought about working at your favorite brand?” Most of the respondents hesitated at first. They gave me the head-tilt, with that look of “Hmm, I’ve never really thought of it that way.” Most folks start out with their skills and interests in a specific job or career, and yes, that’s good. But sometimes it’s advantageous to put on a different pair of glasses and check out a fresh perspective.  You never know what added value you can bring an organization looking to build a workforce of brand ambassadors. Your voice counts more than ever towards the power of the brand.

But, how can you find organizations that really want you to be involved in the brand? We’re trying to provide some solutions and we’re almost there. This summer, we will be publishing our first list of top brandful companies, and no, it’s not a popularity contest. There are real metrics providing scores and rankings, based on advanced social media analytics. We are looking at those brands that have the most powerful and genuine employee and customer advocates. The methodology allows us to score any organization, but here’s where you come in:

You can have a say in who gets a brandful score. Complete the Brandful Consumer Survey and help determine who gets on the list. For our launch, we are limiting companies to a minimum of 1,000 employees, however post-launch we will be expanding to smaller companies and to other entities such as cities, government agencies and more. Please share this link and stay tuned for the results!

While you’re here, please look around the site, read my book (The Brandful Workforce: How Employees Can Make, Not Break Your Brand) and my other posts. Brandful is a win-win for employers and employees. Stay connected and stay brandful.

Holiday Parties Turn Employees Into Brand Ambassadors

This is the time of year to focus on amplifying the fourth brandful channel: Celebration. What better time of year for employees to get behind your brand, than the holidays? It’s the perfect opportunity for your internal brand ambassadors to spread the love for your products and services to their friends and family as they gather together.  Is there a heart-warming story about one of your products or services that can be re-told across your organization as an example of your powerful brand? What accomplishments have the employees made during the year that can be celebrated as part of the holidays? By shining a spotlight on your workforce as an important part of your brand’s success, holiday parties can be transformed into truly engaging events that build a more brandful workforce.

Comment below if you attended a holiday party that made you more jazzed about the brand.  Did you share your enthusiasm on your social network? Did you donate anything on behalf of your organization to help others? How did your actions impact the brand? I’d love to include it among my brandful examples.

To read more about how celebrations can be an effective way for employees to advocate for your brand, please see my book, The Brandful Workforce: How Employees Can Make, Not Break Your Brand. For previous blog posts or to share this post, click here.

 

Don’t Stop Saying Thank You After Thanksgiving

Some organizations have a culture of giving thanks, regularly. And it’s not just from the manager down to the front-line. It’s between peers who truly care about each other, as well as up the ladder from an employee to a boss. It’s just part of the regular course of doing business. Employees in these types of cultures don’t even realize how thankful they are because it’s just how they operate.

Do you have this type of culture? Leave a comment below and join in the discussion. Do you want to have this kind of culture in your organization? Check out my new book, The Brandful Workforce: How Employees Can Make, Not Break Your Brand, and find out more.

Be Honest: Do You Have An Honest Culture?

Honesty: The Secret to Success and A Brandful Workforce

The success of an organization is closely related to an honest company culture. A 2010 Corporate Executive Board study found that companies encouraging open and honest feedback among its employees experienced superior shareholder returns over a ten year period, outperforming others by 270 percent. In the study, from 1998–2008, companies with honest feedback among their staff. Impressive numbers, but do they hold up?

To find out, Fierce, Inc., a leadership consulting firm, conducted its own research. The firm surveyed over 1,400 executives and employees, finding that the vast majority–99 percent–preferred a workplace where staff members were able to discuss issues truthfully.

Honesty may make a company a “happier” place to work, but the Fierce survey uncovered an even more important finding–70 percent of respondents believed that a lack of candor impacted their organization’s ability to perform at its best. There were various reasons for this belief, among them the argument that small problems could be identified early on, arming managers with the information needed to make decisions.

But, unfortunately, a culture of open and honest feedback doesn’t occur organically. In a recent article Halley Bock, the CEO and President of Fierce, provided four key tactics to improve your company’s communication and encourage open and honest feedback.

  1. Be Current and Brief. Resolve problems faster by addressing issues as soon as they arise.

  2. Don’t Sugarcoat the Issue. Don’t cushion confrontational situations with compliments or small talk, tell colleagues or employees what’s at stake and review the steps required to address the issue together.

  3. Keep Positives and Negatives Separate. Focus only on the positive or negative when it is warranted and don’t muddle the issues in a “compliment sandwich.”

  4. Use a Social Networking Approach. Enjoy higher employee morale, improved productivity, better retention and increased bottom-line success through candid dialogues between managers, employees and coworkers.

These tips might not be easy to implement, but they’re well worth it. In the end, nurturing a workplace culture of honesty and open communication will not only increase the level of happiness your employees experience in the workplace–it may also increase the value of your brand and your revenue. And what business wouldn’t want that?

This guest post was contributed by Erin Osterhaus of Software Advice, a firm that offers advice to HR professionals as they research new HRIS purchases, and provides reviews and buyers guides of HR software. Erin is the Managing Editor of The New Talent Times, a Software Advice blog offering tips on talent management and leadership skills to those in the HR space. To read Halley Bock’s original article, click here.