We all agree that Internal Brand Adoption is the core to an organization’s full and complete success with any brand development initiative whether it be a full company rebrand or an internal brand initiative. We also agree that merely communicating the brand internally is insufficient. A successful brand adoption and implementation strategy ensures the brand is lived within the organization, in every department—from engineering, human resources, information technology and finance, to business services, customer service, sales and marketing.
Employees deliver your brand to customers. Their behavior can influence the way customers perceive you—resulting in clients that are either pleased or angry, satisfied or unsatisfied, patrons or poltergeists. Employee/customer interaction decides the fate of an organization’s future.
How employees engage with customers starts with a people strategy, and the type of motivation they “perceive” they have been given. One strategy may require them to exhibit compliant behaviors (they need to perform or they can be fired). Or, a more positive environment can be created that makes it easy for them to deliver on the brand promise; it is simple to execute, and they believe in it. This is known as commitment (they want to perform).
How to create the alignment between business strategy, brand strategy and people strategy is through the Holland Helix™.
From the mechanic who preaches “the right tool for the right job,” to the media buyer who is told “it doesn’t matter how much the spot costs if it’s not the right spot” we all know the importance of putting the right person into an open position. The real question is, how do I make sure I’ve found
the right person?
Acquiring the right employees to deliver on your brand requires that you:
New employees represent a significant investment in talent, and ensuring they connect to the organization early is paramount in protecting that investment. A successful onboarding program provides additional support early in the first 90 days and decreases over the 90 days as the new employee becomes competent and confident. This enables the employee–company connection to develop. During this critical time, the new employee determines the success of their decision and it’s a time to show them you value their opinions. Allow them to add to the success of the organization early on—regardless of the size of their contribution. The five key areas for a successful onboarding program are: Goals, Culture, Network, Skills and Knowledge, and Performance.
ENGAGING OVER TIME
Once the new employee is connected to the organization, it’s time to provide an environment where employees can excel.
» Processes are easily executed and are not barriers to employees delivering on your brand
» Reward and recognition programs that encourage commitment to the organization, rather than compliance to policies and procedures
» Training for current roles and encourage development for the future
» Work that is value added and aligned with the organization’s goals and objectives
» Management systems and leaders which encourage delivering on the brand
LEARNING AND DEVELOPMENT OPPORTUNITIES
Additionally, we offer a multitude of learning and development training programs tailored to meet the needs of your organization. Some examples are:
RESULTS: IT’S ALL ABOUT THE PEOPLE
» Frontline Supervisor Development Program (8 week program where participants attend half day workshop each week)
» My Impact on the Work
» Planning and Organizing the Work
» Communicating the Work
» Leading the People
» Managing the Work
» Leading the Team Through Change
» Developing Employees
» Coaching Employees
» Building Trust
» Diversity and Inclusion
» Time Management
» Prioritizing, Planning and Organizing
» Resolving Conflict
» Presentation Skills
Train the Trainers (Trainer Coaching also Available)
All items are customizable. Contact Jackie Weathers for more details and pricing.
(704) 564-1494 • email@example.com