Do You Have an Internal Employer Brand?

 

Last week, I took a trip out to Seattle to spend some time working, exploring, and learning about the city. I was lucky enough to get the opportunity to visit Amazon.com, one of the many corporate campuses that are located in the area. I had never explored a “campus” in the past but I’ve always been extremely eager to get a first-hand experience after reading the many articles that are out about it. Needless to say- I was impressed. But I wasn’t just impressed by the immensity of the campus, I was blown away by the branding located around the campus which had me thinking about the whole “employer branding” thing. I know HR is struggling to implement a strong brand to attract external candidates, but what about their internal brand?

One of HR’s main functions is to recruit and attract quality talent to their organization but it’s also about retaining the talent that is currently there. What are we doing to keep our employees engaged and loyal to our organizations? Competitive compensation isn’t going to be the only option to keep an employee from walking. Maybe you aren’t an enormous organization like Amazon.com, Google, or Linkedin who are notorious for having awesome internal brands, campuses, and culture, but there are ways to adopt some of these things to fit with your organization:

  • What vibe does your workspace give off?: One of the most notable things I think of when it comes to campuses like these are the different workspace options that are available. Yes- I said OPTIONS. Their offices are not set up with jail-like cubical rows with the occasional office or conference room here or there. They have open spaces, co-working options, lounge areas, and unique personalities. Perhaps you don’t have the space or budget to create these areas but there are plenty of ways to create an open environment that seems welcoming and non-restrictive.
  • What internal recruitment marketing do you have in place?: As I was riding an elevator in one of the Amazon buildings, I noticed a vibrant poster marketing one of their departments that currently was recruiting for Software Engineers. One side of the poster showed a man sitting at a computer with the saying, “This is what it looks like to work on my team.” The other side showed an imaginative, creative, and fun scene surrounding the man at the computer with the saying, “This is what it FEELS like to work on my team.” Below both posters had the team manager’s contact information that you could rip off and take with you. I absolutely loved it. Amazon is huge so having marketing options like that could really make it easy to recruit for internal candidates that didn’t know about your team. Makes sense for a company that’s as large as that, right? Here’s the kicker- even employees in small organizations admit that they aren’t aware that specific jobs exist or they don’t know about internal job openings within the organization. This can be a huge issue, especially since many employees leave their company because they feel like they have no internal mobility options. That situation might not be true and their perception of this might just be due to lack of information.
  • Are you too scared to adapt?: I understand the phrase, “If it’s not broke, don’t fix it.” And that phrase is a perfectly reasonable one. If your company is functioning fine, there is no reason to fix it but what about offering more options? Compensation isn’t the only thing that can retain your employees, sometimes other options can be the deciding factor: telecommuting; flex work; tuition reimbursement; on-going training; co-working; employee engagement initiatives; and so on. Your competitors are coming out with really cool options to provide to their employees. Don’t let them beat you out because you were too scared to adapt to the changing world of work.
  • Is it a place of hierarchy or community?: There most definitely needs to be order within an organization but top down communication doesn’t really work as well as it did in the past. Your employees want their voice to be heard, they want to make suggestions, they want to contribute, and they want to build relationships. I’ve worked in an organization where the President and Directors are extremely open to two-way communication. They make it very easy to hold conversations, even to the point where interns aren’t scared to make suggestions or hold a casual conversation with someone higher up. It has created a great sense of community within the organization which has helped it be more progressive than other companies who haven’t adopted this.

Your employer brand isn’t just about convincing external candidates that your company is a great place to work, but it’s also about making sure your current employees also love working there to the point where no other company or job offer seems more attractive.

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Will Results Only Work Environment Work for You?

Earlier this week, I was talking to WilsonHCG about their virtual positions for recruiters and sourcers. I was very interested in hearing how they made these types of positions work for them because I have never worked “virtually” before but I was always curious about it. They seemed to have these roles down pat, from the technology they use all the way to the performance tracking tools they have in place to keep everyone on track. Many people and companies have debated that these types of employees would never be as efficient as those who come into the office. However, this company and many others have progressively proved that statement wrong.

With the thoughts of virtual positions floating around in my head, I began to let my mind wander to other alternative workplace environments that I’ve learned of. I recalled learning about results only work environment (a.k.a. ROWE) a few months back and decided to look further into this workplace option. After taking some time to research it, I decided that I really enjoyed the concept and wondered if this option could work for certain companies and/or employees if they gave it a shot.

ROWE was created by Best Buy’s former HR managers, Cali Ressler and Jody Thompson (now of CultureRx). The idea of this concept was to allow managers to focus more on results rather than the hours the employees are checking in. After all, the company’s success is dependent on the results. After tweaking it a few times, these HR managers found that productivity levels had risen. The freedom that this provided seemed to tap into employees’ natural intrinsic quality which empowered them to be more accountable and productive.

Here are some reasons why employees love ROWE:

  • Freedom to work when and where they want.
  • They spend less time unnecessarily sitting at an office to meet the required 40 hours.
  • They can work at a faster pace.
  • They have unlimited vacation and PTO.
  • They can make themselves available to participate in hobbies and events that take place during typical business hours.
  • They can spend more time with friends, family, and children.
  • They have more flexible time to go to doctors’ appointments and so on.
  • They can work during hours that they’re feeling productive rather than forcing themselves to have motivation during hours they aren’t.
  • A bad night of sleep doesn’t need to affect the quality of their work- they can work later in the day after they’re feeling rested.
  • It gives work meaning because the time they spend is specifically to get tasks done and achieve results.
  • Better work-life balance.
  • Decreased expenses: no need for gas to get to work or to pay for daycare or babysitters.

It seems like the list is endless, but those are just to name a few. Even though I’ve never dealt with this kind of work environment, I do believe in its benefits because I chose this option for school. During the course of obtaining my BSBA, I decided to choose the online and/or alternative classes that my school had to offer. It made more sense to me because sitting in classes after sitting at work all day didn’t seem appealing. Additionally, I was planning on moving out of NJ so I did not want to potentially lose credits and time by transferring schools. After completing my first “alternative” class, I realized that I loved it and couldn’t fathom going back to traditional classes again.

Alternative classes allowed me to have the flexibility to be more productive with my school work. Instead of wasting time and holding me back to a specific scheduled class, I was able to move at my own pace. At the start of each semester, I was able to see what the modules were, what the assignments were, and when they were due. This allowed me to schedule my life better and took away some of the stress I had when working full-time and going to school. I could work school around my life, as long as I got the assignments in on time.

Perhaps it’s because I have a type A personality, but this option worked well for me. I learned to do my assignments at least a week in advance to take off some of the pressure I used to feel when I was given assignments at the last minute. There was even one semester where I finished all my assignments within the first couple weeks just so I could give myself a mental break. Life tends to throw curve balls at you and things can unexpectedly come up, therefore, it was nice to at least have some control over this major responsibility. I loved the benefits and freedom that came with this option and felt that I was more productive and happier. I’m sure these feelings are similar to what the ROWE employees are feeling, as well. It gives them a more time to actually live life.

Will ROWE work for every company, every job function, and every employee?  Unfortunately, no. But this option can still work for a good amount of them. If you decide to test out this alternative work environment, be sure to help train employees going through the transition on time management and reaching results. I believe that even employees that aren’t the most self-driven will eventually learn to be more productive on their own once they see the benefits and rewards of getting their job done more efficiently.

Links about ROWE:

CultureRx.

The End of 9 to 5.

Fistful of Talent- 80hrs Per Week VS. ROWE.

CBS: What is Results Only Work Environment?

WilsonHCG.