The employer brand can be a powerful recruiting tool to attract not just more candidates, but the right candidates — the ones who want what your culture offers. It also helps remind current employees why they chose to work here instead of anywhere else.
But to resonate and appropriately set expectations with current employees, that employer brand must be authentic. If you promise something the company can’t deliver, you’ll flunk what we call the eyeroll test. (Will employees roll their eyes at the employer brand?)
At Tribe, we’ve developed employer brands for global companies in technology, manufacturing, gaming, retail, hospitality and more. Each one reflects the distinct culture of its company, and answers the employees’ question: What’s in it for me?
Our goal in communicating change is to frame the change in terms of how it supports the company vision. Whether it’s an acquisition, a reorganization, an IT launch or some other transformation, employees need to understand the business reasons behind the change and the benefits of the end result — for the company, but also for them as individuals.
We advocate giving employees as much information as possible, as soon as possible. Nature hates a vacuum, so in the absence of communication about the change, the rumor mill will fill the gap — often with theories that are far from the truth.
Two-way communication is also important. Giving employees a chance to share concerns, ask questions and get answers can help reduce employee anxiety and increase acceptance of the change.
At Tribe, our highest goal is to align employees with leadership’s vision. We work to articulate that vision in a way that’s meaningful to employees and to help them understand how their individual roles support the success of that vision.
We advocate for visions that fill some sort of human need. Although it doesn’t have to be something as heroic as ending world hunger, a powerful vision does need to be more than a revenue goal or market share.
Values define the behaviors that guide how a company goes about reaching its vision. They don’t mean much when they’re just words on a poster in the breakroom. Employees need concrete examples of what it looks like to put those values into action. When values become part of the workplace conversation, they can help guide employees in their day-to-day actions and decisions.
From recruiting to recognition, performance management to training, wellness to open enrollment, we take a human approach. We help employees make sense of the legalese and HR jargon by communicating in a conversational voice. We keep in mind that we’re talking to many different types of individuals, of different life stages, backgrounds and needs, but we remember to connect with them person to person.
We also recognize that employees are busy, and they need HR to make their lives easier, not more complicated. So when employees have decisions to make or actions to take, we communicate those clearly and help guide them in getting things done.
More and more, we’re helping clients present their HR offerings as a full spectrum of resources to support employees in living their best lives.
We believe your intranet should be the Main Street of your company, a place where employees can bump into each other while getting business done. With remote work, a strong intranet that employees visit frequently becomes an even more important venue for building human connections throughout the organization, providing visibility across business units, brands or geography, and promoting collaboration. It’s also a useful channel for leadership communications, employee recognition, identifying internal talent for open positions and online onboarding programs.
Tribe is technology agnostic and happy to work with whatever platform is preferred by your company, from SharePoint to the latest SaaS. We develop content manager programs to generate a steady flow of fresh content from throughout the organization. And we often are asked to help engage employees in the launch of a new intranet, through events, contests and launch communications.
We bring an outsider’s view to communications inside your company. Over the past decade, we’ve worked with over 100 companies, most with global footprints, a few with more than a million employees. That experience helps us recognize issues you may not have noticed, as well as recommend best practices and strategies to solve those issues.
Our methodology includes stakeholder interviews and employee focus groups, as well as a channel audit and audience matrix. We move efficiently to identify the gaps between your communications goals and the employee experience across the organization.
When clients need to understand how other companies approach specific or unique communications strategies or tactics, we also develop and field custom benchmarking programs.