The Great Resignation reinforces the value of a good brand and workplace culture
As the Covid-19 pandemic rolls on, more and more people have reflected on their life’s purpose, and many are no longer willing to stay in unfulfilling jobs or work for employers that don’t treat employees, people, or the planet well.
These ongoing waves of change are becoming evident in every industry; whether that is hospitality venues seeking enough wait staff, or corporations tackling the shift to an ever-growing contractor market and the rising wage demands to be competitive. The resulting staff shortages mean staff retention and recruitment are becoming top priorities for organisations.
The shift in the workforce environment isn’t going to go away anytime soon, so the need for businesses to adapt to their staff and customer requirements is as important as ever. This doesn’t need to be complex, or costly: simple daily or weekly appreciation initiatives or reward schemes can go a long way in building a culture of mutual respect.
Being flexible is also expected now by employees and could be the difference between them staying or looking elsewhere. Employers who invest in employee well-being will reap business benefits too. A recent HR employee survey found that employers who support their employees more holistically will experience a 21% increase in high performers.
The proven ability for many employees to work from anywhere has expanded career choices and put employees in control. However, for employers, remote work widens the talent market by eliminating geographic barriers to recruitment. This means building the team and skillsets your business needs has never been more achievable.
Having a strong flexible workplace culture, grounded in appreciation, rewards and well-being will go a long way in building not only a reliable workforce but a desirable brand externally too. This can go a long way in building a better workplace culture where loyalty is adhered both ways. Couple that with a purpose for improving the planet and environment and a brand has far greater impact for driving a positive change from within.
To maximise these opportunities, building trust and developing tools so they can succeed are essential. This trust and respect will fuel creativity and innovation, critical to developing a healthy organisational culture. Employees want the work they do to matter and serve a greater purpose, and they want to feel seen, heard, and recognised; and know they are making a difference.
Enhancing your brand
Customers want more from the businesses and organisations in which they connect with. It stands to reason that if your business is happy from within, this will reflect on your customers experience with your brand overall. If staff believe and exert their passion through your company’s vision, goals, products and services, your customers are far more likely to connect, engage and become long term customers or brand ambassadors for you.
Having a clear focus on what your brand stands for, what it wants to achieve and how it’s going to do it will help build a better narrative for people to connect with. A clear focus on helping the environment or having less impact with the products and services you develop can be a real reason why someone would work or shop with you. Communicating these points in a way that reflects who you are will not only drive committed customers but potential staff who also share your aspirations which can save businesses a lot of money and time in the long run.
Whilst none of this is new, it is often overlooked or not delivered in a way that is deemed successful. Taking the time now to try something new or redefining your points might help your brand become a people-first business and one people in general want to be involved with.
If you would like help or more advice on how you can improve your brand message to staff and customers alike, get in touch, we’d love to hear from you.
Inspiration for article came from bthechange.com
