Question

What steps can companies take to improve their employer branding? (500 words with secondary research)

Answer 1

Here are 7 simple steps you can take to build a strong employee brand.

1. Be real

Managing your organization will greatly influence the culture of your company and how satisfied your employees are with their role. Research shows that employees' perceptions of true business leadership are the strongest predictor of job satisfaction, commitment to organization and happiness in the workplace.

You do not have to capture new people to become leaders. The key is accuracy: your style will be influenced by experience, values ​​and personal strengths.

Accuracy requires the voice of the employee to amplify your message and values. Trust is always an issue when talking to employees, discussing your organization openly, but it should not be if you have nothing to worry about or shy away from.

Whether you like it or not, your people will share and discuss their work experience for you on social media. Instead of trying to control them or stop them, you should use these conversations to communicate with your employer brand.

2. Be human

When you are looking for a job, decide which position to apply for, they will want to see if your organization has a human and humanitarian side. People like and are attracted to other people - not corporations. Showing brand personality, thinking as a person and focusing on relationships is an important element of a strong and authentic message from an employer about a brand.

Human communication is essential for an employee’s brand: How easy is it to connect with your employees or HR team, for example?

It deserves inspiration for how well-known brands care about their customers. Moz.com tells the story of a major online bridal retailer who tried two ways to apologize to customers in the event of a mistake: a $ 50 gift card or a phone call. Those who received a personal apology over the phone were more likely to buy again from retailers than those who sent gifts.

A great way to communicate with potential candidates is to still have an online call. Giving advice, answering questions and asking for advice is an important element in sharing and enhancing the human side of your organization. Your employees can also get involved, using their own brand to enhance the message and show the great people they work with.

Share social updates in real time Instead of planning, your 100% content allows you to tell the story of your organization when it happens. Content immediately adds human elements as well, as it is often straightforward and true. Posting photos of your people having fun in the office, social events and general culture of your workplace will give you a real idea of ​​your culture.

Using the same language that you will use in real-life conversations when sharing content shows a greater part of people to your organization. On some social platforms like Twitter, this really helps to reduce and use slogans to shorten the message - using technical terms or corporate speech can delay some readers.

3. Accept transparency

Websites like LinkedIn and Glassdoor have completely changed the way people look for work. Organizations that are highly motivated, motivated, and caring will thrive, while those who fail to appreciate the benefits of openness and transparency are more likely to suffer.

If you do not provide accurate descriptions of what works for your company, you may miss the whole point of the employee brand. If it's important, what do you do as a people's organization that has a right to know. Too often, important details about operations and decisions are presented based on need.

Reviews of your employees (and former employees) about your organization and executives can be the most powerful marketing tools - but if they are negative, they can ruin your reputation and effort. Potential customers are also more interested in your employee brand than ever before, and adopting a more value-based approach to the business is becoming more popular.

Using real employee images on your website rather than stock images is an example of a quick and easy change to improve the transparency and accuracy of your employee brand. You can also consider including quotes and real stories from your people about what it wants to work on in your organization.

4. Ask (and act) for feedback

There are many ways to seek advice from your workforce, including regular office or company meetings and anonymous employee surveys.

Employees should feel free to comment and comment without responding. If there is no trust between workers and leaders, there will be no honest feedback.

5. Amend the law

Although laws and policies are an integral part of an organization, are you sure that all the principles you have are essential?

Workers expect employers to provide flexible employment opportunities to improve work-life balance and allow them to fulfill their personal responsibilities.

Being flexible with your employees is good for your business. It builds employee trust, attracts and retains key talents, and keeps everyone working together to find solutions that work for everyone involved. In a 2015 survey, 67 percent of employees said they believed their employees enjoyed a good work-life balance, but 55 percent agreed.

6. Put the employee first

It sounds obvious, but treating people with respect and appreciation for their involvement is very important if you want a strong and genuine brand from your employer. Not to mention the fact that finding and retaining good talent is not easy or cheap: SHRM studies estimate that every time a company replaces an employee, it pays an average of six to nine months' salary.

7. Know that fun is good for business

Because we spend so much time at work, it makes sense to put a little fun in our work life where possible. And this fun not only leads to smiles and laughter - it brings increased happiness and productivity in the workplace. A happier workplace enables people to excel in almost every aspect of their lives and contributes to better well-being.