Boost your company’s Employer Branding: 7 tips to achieve it

7 tips to boost your company’s Employer Branding

Know the keys to enhance the Employer Branding of your company

Companies are identified by their flagship products or services, by quality, by philosophy for innovating or also by their economic pricing policy.

To have a good brand presence, it is important to work to meet or exceed customer expectations and, in addition, to retain the assets that are not seen from outside the company, but are key both in the operation and in strategic issues: talent human. By building loyalty, you become a brand promoter.

Today I share 7 tips to achieve this, and that will allow you to enhance the Employer Branding of your company.

Here we go!

Promote empathy

What do people feel? What do they require to carry out their work efficiently?

Empathy is the ability to put yourself in the shoes of others and understand what they are feeling.

To promote Employer Branding in companies, it is not enough to receive instructions from the leader to meet objectives. People have points of view, previous experiences and want to do their bit.

They probably have concerns, doubts about the moment the company is going through and that is where empathy is relevant.

Practice active listening

An important skill for personal relationships and for promoting empathy is active listening. It is the best level for listening.

Human talent wants their ideas to be heard without being interrupted or listened to with indifference.

Good initiatives for far-reaching changes in companies can come from people. Supporting them in improving and implementing employee initiatives will help create a favorable work environment and become brand ambassadors.

Employer Branding and efficient communication

Communicating effectively isn’t just about releasing a report, data, or metric values; it is about sharing the meaning of a message between 2 or more people.

Good communication allows building good personal relationships, creating a positive work environment and having a favorable impact on results, which is why it is a fundamental key when promoting Employer Branding in a company.

In addition, it is a very extensive topic that can be used for several posts. On this occasion, I am going to mention an important point in the development of empathy and loyalty of talent; it is about the synchrony between verbal communication, which is expressed with words, and non-verbal communication, which is expressed with body postures.

Does the following sound familiar to you?

  •     During a work meeting, the leader expresses that he has an interest in it, but his body communication says something different, for example, that he is in a hurry to get out of there.
  •     A group of collaborators try to communicate something relevant, their leader receives them and says he listens to them, but the attention is on a different matter.
  • More than half of the communication is non-verbal; an inappropriate posture can send a different message than the original, impact personal relationships, results.

Talk about us

A great success for both the CEO and the main leaders is to talk about “We”, this way of expressing themselves allows staff to feel included.

The tasks and projects are carried out by the staff. They are the ones who live the different stages, overcome challenges, innovate, among other experiences. So, in the moments of fulfillment of work plans, when the successes arrive, the most convenient thing is to express “we achieved it”.

Stories and success stories

Each company is distinguished by having its stories; from how the business started, awards and recognitions achieved, crisis stages and how they were overcome, growth and expansion of the company, among others.

Telling stories is a good strategy to promote Employer Branding, as they can inspire staff by example.

We were wrong

One of the mistakes supervisors make is looking to blame when a failure or mistake occurs. But how does this stance impact?

  •     A harmful environment is generated in the work area.
  •     People seek to hold someone else accountable for the mistake or seek to involve more people.
  •     Collaboration is minimal, since you do not want to have responsibility if a problem occurs.
  •     People work in isolation, teamwork is minimal.
  •     In these circumstances, promoting Employer Branding is an almost impossible task.

Well-channeled mistakes are a source of learning. To begin with, it has been discovered how not to do a task; This is of great help to those who will walk the same path in the future.

  • Mistakes are part of creativity. Sometimes the idea that seems the craziest works the
  • Learning as a source of value to promote Employer Branding
  • Learning is knowledge about how to do things better. It is a differential value for human talent and for companies.
  • Learning and experience are closely related.
  • Learning often comes after making mistakes. They are the product of analysis, reflection, reproduction of the facts, in which the leader and the work team participate.
  • When, after making mistakes, there are penalties, an opportunity to improve is lost. Instead, a culprit-hunting environment emerges.

Mistakes are not always the result of people’s irresponsibility or bad faith. They also arise with changes, new tasks, procedures, equipment. When there are changes, a known period of time follows with a learning curve. During this stage everything seems to slow down, performance may be lower, and errors may appear.

Learning is a pillar in the growth of companies and the loyalty of talent. The opposite is the comfort zone, which is a very nice place, but where people tend to get stuck.

Leadership style according to the situation of the company

Identifying and exercising the leadership style according to the moment the company is going through is key both for results and for the loyalty of human talent.

There are no good or bad leadership styles, rather it depends on how and when they are applied.

Is it a place where there is chaos, lack of discipline? The leadership style known as authoritarian is more appropriate to reestablish order and discipline. Of course, once this stage is overcome, it is likely to lead with a different style.

Are these places such as industrial security, aircraft maintenance, where strict monitoring of work procedures is required? Bureaucratic leadership is best suited for this scenario.

Is it a place where there are brilliant people with a lot of experience? A coach leader is the most suitable for these cases.

The important thing is to balance results and learning. On the other hand, among the staff are future leaders of the company. What legacy do you want to leave them?

Encourage teamwork to enhance Employer Branding

Does the following sound familiar to you?

Workplaces where it is not known who works in the front office, next door or simply each one does their work individually.

One of the aspects that impact the results of companies is group collaboration.

  •     Sales and Marketing need each one to make work more efficient.
  •     Purchasing is an area that manages the requirement of raw materials and other inputs.
  •     Training has a key role in knowledge management.

How is Employer Branding going to be promoted if you don’t work as a team?

One way is to break the ice between team members. It will help build trust, which is an important step to improve the work environment and retain talent.

Talent management and monitoring

From the vision of the company, strategies are created by business area.

Financial, sales, brand positioning strategies, among others, that are aligned to make the long-term goals a reality, the vision.

But more than the objectives, it is the people who are in charge of building the strategies and working to complete them.

When implementing new technologies, processes, there are people working on it. The design of actions to attract customers is in charge of human talent. For the fulfillment of sales and financial goals, there are people working for that purpose.

It must be taken into account that behind the successes, the fulfillment of objectives, the growth of the companies, there is human talent; It is important to value and motivate them if you want to promote Employer Branding.

Some may exceed the requirements of the position, they are the star players, they can contribute with outstanding quality in their tasks. But there are more people who with support and follow-up can develop skills to become outstanding players.

Conclusions on how to enhance the Employer Branding of your company

When we go to the theater to witness a play, we focus on the decoration of the stage, the actors, the history of the play.

Behind the scenes, activities are carried out that we do not see as public, but they have a relevance equal to the development of the work. Without the support of the people behind the curtain, the quality of the play and the work of the actors would not be the same, even the play could not be made.

Something similar happens in companies. From abroad we focus on products, services, the prestige of the brand … In these companies there is human talent with experience, who, as in the implementation of a play, take care of the fulfillment of quality and satisfaction from products and services that customers purchase.

What did you think of this post? I invite you to share your experience through a comment.

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