Yesterday's blog post and last night's radio interview focused on the importance of helping employees understand what your organization stands for. Making effective use of new hire orientation, employee performance review and other milestones are easy ways of doing so. Of course creating a culture that always engages employees in the brand development process is optimal.
Too often organizations do not know who or what they are. If they do not, then how can employees? When organizations have an effective brand strategy then employees know how to live the brand. It also allows employees, and organizations for that matter, to determine whether or not employees and the organization that they work for are in brand alignment.
I am a mentor for graduate students. This past Saturday morning we discussed the importance of this alignment. I believe they will succeed when this happens. I think a good example of personal and organizational brands out of alignment or grew out of alignment is Keith Olbermann and MSNBC. I anticipate that MSNBC now considers Olbermann someone who went from brand champion to brand inhibitor. Make sure your purpose and guiding principles are parallel with your employer brand.
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