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Early Grass Roots of Recovery

Early signs of stabilisation in the global economy are fuelling a rise in consumer and business optimism. The Chairman of the US Federal Reserve, Ben Bernanke has said that the US recession and the Global economic downturn is nearly over. The debate is now on as to what sort of recovery will take place.

However, businesses still need to bunker down and stick to their plan during the recovery period.  You will have no doubt noticed that the 'rules for business' have been all but rewritten over the last year with new models, new business approaches and leadership guidelines being reinvented to respond to challenging economic conditions.

Now is the time to reassess whether your business has the right strategies, people and initiatives in place to take advantage of the recovery phase.

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If You Can’t Measure it, You Can’t Manage It!

In the words of Peter Drucker “If you can’t measure it, you can’t manage it”. A simple concept, yet when it comes to Employee Surveys, many companies are choosing to turn a blind eye.

As a knee jerk reaction to current economic times, many organisations have automatically tightened the budget belt and are shedding employees. Both of these activities have an impact on employee morale and engagement which in turn can have a significant impact on business performance. 

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Training is an Investment, Not an Expense

In a recent report by the Australian Institute of Management, 81% of companies said investing in employee development and retention will benefit their organisations in the medium-term. The question is, will they actually commit to the investment?

At the top of the list of budget cuts for most companies in these uncertain times is marketing and training. So, while companies may ‘believe’ investment in development will return a benefit, many are not laying the funds on the table to make it happen. Perhaps there is a different way to think about this essential investment.
 

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Employer Branding - Authenticity is the Key

Prior to the global financial crisis, the concept of employer branding was on everyone’s agenda. Given times are now tough, why the sharp decline in interest? What are the real reasons why employer branding appears to waning?

For one, due to economic hardship, HR (and Marketing) budgets are often the first to be cut. Secondly, organisations are initiating recruitment freezes and are laying off staff. Thirdly, and more importantly, previous employer branding initiatives have largely been based on ‘fluff’ and ‘feel good’ programs.

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Social Media – It's Not ‘If’ But ‘When’

Social media, Web 2.0, Blogs, Wikis, Flickr, Facebook, Twitter etc are all terms now frequently used to describe communication vehicles for improving an organisation’s internal communication and employee engagement.

The aim of these tools is to foster human connection by transforming employer-employee monologue to dialogue. So is social media a ‘nice to have’ or a ‘must have’ for organisations?

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Internal Branding - The Key to Reconnecting your Customers and Employees

Customers drive sales and profitability. So how do your employees interact with and engage customers? How would your customers describe their experience? Do your customers have an expectation of how your employee will represent your brand?

How does an organisation manage its customer experience to ensure its people, processes and culture are reinforcing customer expectations? A key foundation of customer experience management is internal branding. 

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