BECAUSE YOU CAN’T DO WITHOUT IT ANYMORE
Far too many companies overlook their own employees when it comes to dress pretty in order to catch people’s eye. It is exactly what they say about the relationships: you most likely dress well for a meeting with a stranger than for a dinner at home with the family, when in fact the things should be the other way around. Just like a family is the closest to you, the same way a company should help you grow and develop, be there for you when you need it, provide the necessary resources to learn so as to give back to the community and to make you part of something bigger than yourself.
Any company that doesn’t put its employees on poll position on the list of “how to make them feel special” is unworthy of its workforce and, due to current international trends, represents a toxic environment from which people should take distance.
We are far beyond the era of huge working factories of thousands of people doing from morning until dawn a repetitive and meaningless task. We entered for a couple of decades now, the age of meaningful enterprises, social companies, growing opportunities for people with disabilities, love brands, corporate social responsibility mind-sets, equal employment opportunities, open source solutions, work from home and even freelancing on a scale bigger than ever before.
The concept of “employer branding” appeared for the first time in 1996 with the definition of ‘the package of functional, economic and psychological benefits provided by employment and identified with the employer company’’1. It is a powerful tool used by HR departments to internalize corporate values, engage employees in various activities (more or less important to them, but important for the company), to shape corporate culture or to align talent management with business strategies. Companies have started to use it on a large scale now.
Nevertheless, there still are companies recruiting people “to do what the CEO wants” or who think that motivating through yearly bonuses is called employer branding. They are old school and moreover, in the eyes of the firms that understand the value of “human resources” rather than the ROI of “two-eyed resources that breathe”, they most likely don’t see the light at the end of the tunnel.
From focusing on values rather than on performances bonuses, offering private offices instead of open space floors, sending people to trainings worldwide, conferences and learning programs, structuring proper conflict management workshops and create teams so as to accommodate complementary personalities, encouraging working together only for those able to do it and as individuals for the others, all the way to including stock options or compensation & benefits in the hiring packages, we know what best suits you and your company’s culture.
We have the expertise to teach you what it takes to make your company a brand your people will always be loyal to, especially in a period when loyalty loses ground.
Employees are every company’s number one clients and they should be the ones to be put first on the list of “how to make them feel special”. If employees buy in, they will become brand ambassadors and the rest of the public will naturally follow. This is what we saw happening, this is what we believe in, this is what we teach others.
And if not now, in time, you will see we are right.
1. Amber and Barrow
