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March 10, 2015 Transcript of employer brand management #CommsChat

This week we talked about how a strong employer brand can affect your company. We were joined by@EmperorDesign and@TheRethinkGroup who are collaborating with @Communicatemag on a piece of research assessing the strength of employer brand management in the UK and Ireland. Take part in the survey here and you could win an Apple Watch.

Here are some of the highlights:

  •  It’s what differentiates you as an employer of choice to attract/retain/reward talent& galvanise the workforce
  •  EEs need to feel part of a company that has predefined values around how people behave and treat each other!
  •  it’s the reputation of the company as seen by current employees and external stakeholders
  •  Employer brand management should certainly be strategic but care should be taken not to artificially manufacture it
  •  a strong IC team and org capability team who see the value, imbed it and call behaviours outside of it

Read the full conversation here:

 

  1. face to face. In a conversation where you’re listening as well as speaking.

  2. 5 – is about what you do not what you say

  3. T5: How should you communicate brand values and company culture to your employees?

  4. I agree but then they need to deliver this across their work life cycle

    1. Employer branding in the truest sense. Colleague celebrated 20 yrs with company with a tattoo

       

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  5. Agreed but I think the company vision and values should come from the top to show strong leadership and direction

  6. Definitely. Engagement focussed surveys are a good start followed up with open discussion of the results

  7. It’s got to be authentic and developed from the grass roots up. Not created & imposed by management

  8. a strong IC team and org capability team who see the value, imbed it and call behaviours outside of it

  9. a start is a strong IC team and org capability team who see the value, imbed it and call behaviours outside of it

  10. by the org always referencing, celebrating, linking, leaders showing behaviors. It’s growth and values become organic

  11. Don’t forget to use the hashtag in your replies

  12. RT :Totally agree! Peer to peer is the most powerful way to embed the values/culture. The strategy is the ignition

  13. RT : I think they’re at the start of that journey, but right now, it’s little more than words.

  14. By getting the ‘what they stand for’ bit right first. Get the right purpose, great employees will come running.

  15. T4: What is the single most important factor when building an employer brand?

  16. i think it starts with research into exactly how your business is perceived externally and internally

  17. On interesting about Employer Brand join in

  18. It’s the very reason why proper recruitment & the right HR direction is important

  19. that’s a pity. It can facilitate increased org performance and so much more by creating a shared vision etc

  20. That’s all about walking the walk. The management needs to embody the company values to get staff buy-in

  21. a very wise person!

  22. How does an employer come to be truly representative of their company’s brand?

  23. Employer brand management should certainly be strategic but care should be taken not to artificially manufacture it

  24. it can’t be something that just looks good on paper. Iv exp of this, 1000s invested but leaders little grasp

  25. Absolutely! One of my fave quotes sums this up- a goal without a plan is just a wish

  26. Depends upon the employer to some extent, diff emphasis for public, private and voluntary sector

  27. that is my favourite saying – so very true

  28. Indeed. People join companies, but they leave managers

  29. T3: Should employer brand management be a strategic consideration?

  30. very true

  31. I suppose it can happen organically but to make it strong it needs something a bit more

  32. And in today’s job market, it’s arguably never been more important:

  33. it’s about creating a culture that delivers your brand promise, ensuring image and experience match

  34. RT : Absolutely! But attraction activities must be consistent with org. culture. Don’t lure people in with false hope!

  35. ie, without strong leadership?

  36. Externally, employer brand is down to the and marketing teams. Internally everyone in a leading role plays a part

  37. Can’t make tonight but employer brand is an interesting topic. Happening now if you’re interested.

  38. can a strong brand happen organically?

  39. everyone in the organisation has their part to play from resourcing to how managers treat their teams

  40. it’s got to be everyone – from bottom to top and everywhere in between – or it’s not genuine

  41. it’s the reputation of the company as seen by current employees and external stakeholders

  42. 2 – shouldn’t it be the top team but everyone has to live and breath it.

  43. yes, goes towards attracting the best talent also to your org.

  44. Employer brand is created equally through external and internal communications. It attracts and then retains

  45. EEs need to feel part of a company that has predefined values around how people behave and treat each other!

  46. T2: Who creates and upholds the employer brand?

  47. sounds like an interesting subject

  48. What does brand have to do with it?

  49. good evening. Employees with a sense of pride will strive harder to achieve business objectives and company vision

  50. It’s what differentiates you as an employer of choice to attract/retain/reward talent& galvanise the workforce

  51. sorry to hear it Ben, enjoy the celebrations

  52. First topic of the night: What is employer brand? Why is it important?

  53. sorry, I can’t make tonight – celebrating a family birthday. Look forward to next week

  54. feel free to take part after the (you can win an Apple Watch!)

  55. In an effort to understand the state of employer brand we are currently running a survey:

  56. Good evening welcome to our employer brand themed with and youre hosted by Emily

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