Will Email Be Dead in 5 Years?

Will Email Be Dead in 5 Years?

What does that have to do with a brandful workforce? I stumbled across this video of internal communication professionals, who talk about the need for organizations to open up their communication channels. They say that “technology has blurred the lines between internal and external communication” and organizations can learn from their employees. They mention that social networking could replace email as a main channel of communication, and that the workforce has the power to transform the way we do business. It’s incredible to imagine the potential power of the workforce (for good or bad). The sooner organizations realize this, the more likely they’ll be able to take actions that will help their brand, rather than hurt it. What do you think? Check out the video here – if you don’t have 13 minutes to view it, skip to minute 10:45 to see the ending.

If this is your first time on my blog, please check out my other posts – all on a brandful workforce- where employees promote the brand!

Performance Inspired Features Brandful As Guest Blog

My colleagues at Performance Inspired, an Atlanta-based consulting and training firm that helps organizations elevate performance through the science of inspiration (see Forbes America’s 25 Most Inspiring Companies List), has featured the Brandful Workforce approach on their blog this month. A brandful workforce is one that promotes the brand of the organization. The impact that employees are having on the brand is increasing, especially with the rise of social media. The full approach on how you can build a brandful workforce, or be part of one, can be reviewed in my book, The Brandful Workforce. The world of branding is changing. Click here for the blog and to keep up!

LinkedIn Gets Brandful

I’m on the hunt for as many examples of organizations who are going “brandful.” This means that employees are promoting the brand. Many folks do not realize the huge impact that employees can have on the branding of the company. Today I found that LinkedIn, the well-known social media site that employees over 3,000 folks around the globe, started a contest to get its employees involved in the brand. Under the brandful workforce model, stage 2 – getting employees involved, I talk about employee programs such as contests. (For more information on my model, please see my book – The Brandful Workforce.) Already LinkedIn has received submissions from employees. If you have other examples, please send them my way! Click here for the article.

A Small Business Leverages Brandful™ Employees

I saw this article on twitter about a hair salon in Seattle, whose employees post weekly videos talking about their work. This is branding at its best, especially for small businesses. It can also be considered employee blogging or using social media to improve the brand of the company. It’s quite engaging and not only draws in more customers, but keeps the employees excited about working there. They enjoy being brandful because  they are doing what they love. They are a great brand match for their employer.

Click here to read the article.

Capital Analytics – Guest Blog

I am happy to be featured as a guest blogger, or “guest-thought-leader” as they so nicely call it, for Capital Analytics. I joined the advisory board to lend some expertise to this growing organization which provides advanced analytics in the area of human capital – or the workforce. When I built the People Analytics function at JetBlue, I faced many challenges. It was quite an exciting time and before analytics exploded in the field of Human Resources. We learned a lot, took risks, explored a new frontier. In the end, we were able to set up an incredible database of information – ready to answer those timely questions about the workforce, with the top executives. I enjoy sharing my experiences with the other board members and the executive team of Capital Analytics. Check out my guest blog to learn more about how I started The Brandful Workforce from an analytics background. And don’t forget to click around on the Capital Analytics site to learn about their thoughtful and bottom-line approach to human capital measurement. Here is my blog.