NWOW – Managing Employees’ Personal Branding – Part 1

I am back with some further extractions from my previous book ‘The New World of Work’, at that time the book and its contents were looking to the future but now, due to COVID-19 perhaps it’s looking at the present…

Managing Employees’ Personal Branding

Personal branding experts tell everyone that “a personal brand is the secret to better jobs and better pay”

An employee with a personal brand is always looking for opportunities to expand upon it. Handles correctly, that can lead to an ambitious employee stepping up and taking on bigger projects.
There are also concerns that if an employee has access to an audience, through blogging, social media or other strategies he can also cause harm to your business. Telling them (employees) that personal branding is not an option is just a way to speed up their decision to go job hunting. If you can make it a win-win situation, you may just wind up known as the business owner who has snagged some excellent (and well-known) employees.

It makes sense to read up on personal branding, especially the techniques that many experts on the topic recommended so that you know what to expect from your employees and you can set clear policies ahead in time.

What does management have to do with happy staff?

Look for talent, no matter where it lies, and skilled candidates will start looking for you. No matter what kind of company you are, there’s always something you can do to make yourself a more attractive employer. – Nikki Floyd

“The motto of successful CEOs: People First, Strategy Second” – Ram Charan, Author of Boards at Work

For six consecutive years ‘stress level’, ‘quality of management’ and ‘lack of feedback and appreciation’ are the aspects of the job that Australian hate the most. – Seek

Why does staff loyalty have nothing to do with the money?

Good news for businesses is that in most cases, staff loyalty in business has nothing to do with money… If you don’t capture the hearts and minds of an employee, no amount of money will keep them long-term. – Dennis Orme

What does a great place to work look like?

Combining the survey of 20,000 employees with the analysis of HR practices and CEO interviews has resulted in the development of the Anatomy of a Great Workplace model. Great workplaces come in all shapes and sizes, however, they share four characteristics:

  • They are values-based organisations with a very clear vision of the future.
  • They have created a sense of community, where people feel a strong sense of belonging and optimism in the future.
  • They have developed strategies to help realise their full potential.
  • They have created a performance culture where high standards of performance are set and demanded.

Stock prices of companies with high morale outperformed similar companies in the same industries by more than two to one in 2004. The research found that companies with low morale lagged behind their industry competitors by almost five to one. The global study focused on 28 publicly traded companies with a total of more than 920,000 employees. Stock prices of these companies were compared to the industry average for more than 6,000 other companies in the same industries. It was found that high-morale companies provide the three main things that matter most to employees: fair treatment; a sense of achievement in their work and pride in their employer; a good, productive relationship with other employees. High morale accompanies high stock.

Next week I will continue to share with you some more thoughts on how we can manage employee’s personal branding… Meanwhile, please have a look at The New World of Work book… Do you think it’s still true? I would love to know your thoughts…

 

If you would like to discuss further, please don’t hesitate to contact us…

John Glover, Managing Director, Pendragon

Post by Pendragon

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