As a business executive or director, it is imperative that you engage with your employees in the correct way. One of the best ways to do this is to create an employer brand strategy, with the right mix of targeted employer branding activities.
The truth is, we live in a world that is chock full of noise, rapid changes, and demanding deadlines. Yet, we still have the expectation that our staff will deliver when we need them to. So, it’s up to business leaders, which is where you come into play, to really examine what type of experience they are giving their employees. What are the three most important employer branding activities?
- Researching to uncover your employee value proposition (EVP), which are the benefits that an employee receives for the experience and skills they bring to the company.
- Building a brand strategy that takes into account both internal and external activation as well as activating the employee experience. This includes communication, marketing, and leadership/management programs.
- Holding management accountable. Once you promise these benefits, you must deliver on those promises.
You might wonder why employer branding strategies and activities are so important.
“Branded experiences, a consistent conversation about what employees value, and management accountability to the employer brand are critical for elevating engagement, reducing turnover, and becoming a preferred employer.”
– Stacy Parker, Managing Director, Blu Ivy Group
Don’t Forget About These Common Employer Branding Activities
Executives often forget about these common employer branding activities:
- Considering the brand threats to the experience of your employees
- Implementing consistent employer brand metrics
When there is an eminent threat to your employee experience, what do you do? It’s imperative that you take action as a company leader, and do your best to not only reduce, but to eliminate the threat. Odds are that something like this will occur. Statistics show us that 62% of employers have had threats to their brands over the past three years. Ignoring these threats can be costly and affect your staff and company for many years to come. This, of course, is likely something that you cannot afford to do.
Of course, you also want to ensure that you are remaining consistent with the measurement of your branding successes. We recommend a strategy that involves a short-term and long-term scorecard that keeps track of key performance indicators. If you don’t do this, and you become complacent, it will be hard to measure any positive shift with your brand or culture.
More organizations than ever before have begun to focus on employer branding, and at Blu Ivy Group, we have seen this create amazing results. Our clients continue to see results thanks to services like quarterly support and surveys.
HR and Business is Changing Rapidly: Are You Ready?
There is no doubt that the landscape of both HR and the culture of business are both in a place of rapid change. From engaging current employees and attracting top talent to creating services that are meaningful to customers, you certainly must take action if you want to keep up.
This is not something that you can do once or twice and then let it fall to the wayside. Instead, you need an effective and consistent plan in place. An external consultant can help you build an effective strategy with the right mix of employer branding activities for your organization.
For more information about how you can consult with an expert in employer branding activities, best practices, or even general questions about getting the most from your employer brand, reach out to one of our Managing Directors. You can reach us at firstname.lastname@example.org or by phone at 647-308-2352.