Communication permeates everything we do and our personalities – our attitudes, beliefs, and behaviors – are a natural driver for how we act and what say. Being successful in today’s workplace demands having an awareness and understanding of different personalities to avoid misunderstanding or conflict. Many different personality types can complement each other, but in some cases, there is also the potential for conflict. A good strategy for career success is to learn about these different personality traits and understand the most effective approach for collaborating with each type of person.
Whether your traditional programs and tactics need a simple revitalization based on best practices or because you’d like to revolutionize them so you can engage employees, as an HR or employee communications function, we have the unique opportunity to turn everyday transactions into employee interactions — to transform everyday tools so they are relevant to how employees live and work. All employees interact with an organization through a cyclical process: from the time they start thinking about you as a potential employer to when they become an employee up through when they leave.
Hiring the right person for the job is the most important thing you can do to ensure your company’s success. When you consider all of the things that go into replacing a bad hire, the costs can quickly add up. From productivity loss and theft to lost customers and workplace stress, it’s more important than ever to make sure you get the right person for the job. EBI looked at the cost of a bad hire in this infographic.
Many companies have realized the value of a strong employer brand, but everyone is in a different place in their journey. Some organizations are just figuring out the meaning of an employer brand while others have fully activated one. Personally, I’ve had the pleasure of working at several different companies within various industries all within varying levels of immersion with employer branding. This diverse experience made me think about putting together some insights on how you might recognize that you might be behind the employer brand times. I suppose it might have been more optimistic to outline how you know you’re doing well, but the pessimist in me said that you might better identify with things you see in your organization today, versus what you aspire to have tomorrow.
It seems only yesterday that HR Communicators were focused on employee engagement and how to better engage employees through more effective communications, onsite events and employee town halls, employee opinion surveys, and collaborative technology.
Employer branding is key to building your company’s reputation as an employer of choice and there are a growing number of companies who are seeing the value in putting resources and budget into this work. After initial activation, your employer brand should continue to evolve and be updated to accurately reflect changes within your organization. Therefore, the longer tail of any employer brand strategy is the sustainment and management of it. But you can’t manage what you don’t measure. And it is very hard to describe the impact you’re making to an organization without that measurement.