Employee Branding – Guidelines
1. Organizational messages are supposed to be cautiously planned and designed in much the similar method mission and vision statements are planned and designed.
2. The organizational messages are supposed to be a sign of the organization’s mission as well as standards.
3. Messages aimed at outer public are required to be in line with the messages directed towards the workforce.
4. Messages intended for outer public must be sent within the organization too.
5. The plan of staffing and selection systems is supposed to include messages that constantly and cyclically reveal the brand name and organizational image.
6. The reimbursement system is supposed to include messages that constantly and cyclically reveal the brand and organizational image. Such as, executives in organizations that give importance to training ought to be held responsible when they do not succeed to train and develop their workforce.
7. Training and development systems must facilitate executives and workforce to internalize their organization’s mission and values as well as assist them in knowing how the mission and values are relevant to their responsibilities in the organization. This should allow them to more successfully draft messages that regularly reflect the brand name and organizational image.
8. Marketing and public relations systems are supposed to write messages that repeatedly and without fail reflect the brand name and organizational image.
9. Executives must be taught the significance of sending messages that are steady with their organization’s mission, vision, guiding principles, and practices.
10. Performance supervision systems must concentrate on variations between practices and strategies to reduce infringements of employees’ psychological agreements.
11. Precise as well as unambiguous job samples must be provided to new workers so that rational hopes are included into their psychological agreements.
12. Corporate traditions – such as objects, different activities and behaviors, administration standards, standards and viewpoint – should strengthen the messages workforce get.
13. Individual productivity must be considered and evaluated to find out if there are ‘message associated’ issues on the departmental, divisional, or organizational levels.
14. Individual messages must be repeatedly scrutinized for uniformity with other messages.
15. Message channels are supposed to be checked to guarantee reliability of message delivery.
16. During the occasion that messages have to be altered or psychological agreements changed, organizations are required to take cautious steps in redrafting the messages.
17. Measures should be applied to evaluate results such as clientele maintenance, service value, revenue, as well as employee satisfaction and performance.