A – Alignment: Ensure your business operations and culture are aligned with your stated values and goals. This includes aligning the recruitment and onboarding processes with the organisation’s core values and objectives.
B – Best Practices: Identify and invest in the best practices and brightest talents within your organisation. Fostering a culture of excellence and recognition can significantly boost morale and brand reputation.
C – Candidate Care: Treat candidates with respect and care from the initial stages of recruitment. Their perception of your brand starts forming before the first interaction.
D – Duty of Care: Remember your duty to care for all staff, especially during challenging transitions such as layoffs or restructuring.
E – Explain: Be transparent and explain the rationale behind significant changes within the organisation. Clear communication helps in maintaining trust.
F – Foster Trust: Continuously work on fostering trust, care, and openness with all internal and external stakeholders.
G – Gossip Sites: Monitor and respond authentically to posts on gossip sites like Glassdoor. This helps in managing public perception and employee morale.
H – Human Approach: Maintain a human and empathetic approach in all interactions, showing organisational care and heart.
I – Inform: Keep employees regularly informed about the company’s performance, especially after major changes.
J – Job Mobility: Be aware of job mobility rates and work to meet employee expectations to reduce turnover.
K – Keep Your Word: Building a reputation for reliability and integrity is crucial in employer branding.
L – Legacy: Aim to leave a positive legacy through your actions and decisions, rather than focusing solely on short-term gains.
M – Message Control: Drive your own narrative and do not let external sources dictate your brand’s story.
N – Nurture Culture: Actively nurture and maintain a positive organisational culture, promoting values that align with your brand.
O – Outplacement Services: Provide support services for departing staff, showing commitment to their well-being even after they leave the organization..
P – Pre-empt Challenges: Anticipate and mitigate potential adverse impacts on staff morale and productivity.
Q – Questioning Channels: Create avenues for staff to confidentially question your actions and intentions.
R – Respect: Show respect to all staff, irrespective of their position in the hierarchy.
S – Social Media: Recognize the immense influence of social media in shaping brand perception and manage your presence carefully.
T – Trust Building: Consistently work on building and maintaining trust with all stakeholders.
U – Uncertainty Management: During uncertain times, maintain clear and constant communication with your staff.
V – Voice: Be aware that everyone has a platform online that can influence your brand and reputation.
W – Why: Focus on the ‘why’ behind your actions and decisions, as this often resonates more with people than the ‘what’ or ‘how’.
X – eXplain: Regularly clarify your actions and motives to maintain transparency and trust.
Y – You: Remember that the brand and reputation rely significantly on the actions of the leadership and everyone representing the business.
Z – Zero Tolerance: Maintain a zero-tolerance policy for behaviours that fracture trust and harm your culture.
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