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4 things your company can do now to be ready for the future of work

Using your brand to tell authentic stories

One of the most helpful things you can do for your employer brand at the moment is to help employees and those interested in joining your company see beyond just your value proposition, to your actual values.

In the future, this will become even more important as companies continue to recognize the importance of taking a more empathetic, human tone in their messaging and telling authentic stories that reveal their company’s values and purpose.

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4 things your company can do now to be ready for the future of work

4 things your company can do now to be ready for the future of work

https://www.fastcompany.com/90518202/4-things-your-company-can-do-now-to-be-ready-for-the-future-of-work

fastcompany.com

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Key Ideas

Make employee experience a priority

96% of talent professionals agreed that employee experience is very important, to the point of becoming mission-critical.

Whether you’re a leader overseeing a 500-person organization or a manager with a team of two, we all need to find ways to create experiences to connect more deeply and humanly with our teams..

Talent and opportunity

Talent may be evenly distributed, but opportunity is not. It could take some time and cumulative action to build a more diverse workforce, but sometimes the simplest of measures can add up to major changes.

At Shopify, for example, the company rethought the requirements on their job descriptions. On each job post, it encourages job seekers to apply even if they don’t necessarily meet all the requirements that are listed.

Using your brand to tell authentic stories

One of the most helpful things you can do for your employer brand at the moment is to help employees and those interested in joining your company see beyond just your value proposition, to your actual values.

In the future, this will become even more important as companies continue to recognize the importance of taking a more empathetic, human tone in their messaging and telling authentic stories that reveal their company’s values and purpose.

Adjust to changing times

In the face of a constant stream of new information change and new customer habits, it’s very difficult to predict what the future will look like.

But it’s possible to find ways to stay alert by listening carefully to your customers and enabling your workforce to move quickly on new strategies that align with your mission.

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The model of future work

By 2030, up to 30 to 40 percent of all workers in developed countries may need to move into new occupations or upgrade their skill sets. Skilled workers in short supply will become even scar...

Employers should lead the way

The pace and scale that technology disrupts is a social, political and business challenge.
Employers are best placed to make a positive societal impact, for example, by upgrading the abilities of their employees and equipping them with new skills. Employers will also reap the greatest benefit if they can successfully transform the workforce in this way.

Talent is the largest barrier

Talent is the largest barrier to the successful implementation of new strategies.

Many leading businesses realize that it is quicker and more financially prudent to look internally and develop the talent they already have. Yet only a third of global executives report that their organizations have launched any new reskilling programs.

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Common career advice is changing
Common career advice is changing

In the last few years, experts describe the current labor market as "candidate-driven," meaning that job seekers hold more power than employers. This means that you shouldn't ...

Telling your boss you’re looking for another position
  • It used to be that when you left a job, you were seen as a traitor. Now companies make efforts to ensure people leave on good terms. They have programs that keep the door open in case employees want to return.
  • Not only is there less risk in letting your manager know you're looking, but there may also be upsides. Your boss may want to figure out how to keep you.
  • If staying with the company isn't realistic, you may find ways to continue to work with the company. But the conversation may be uncomfortable and be far worse if you suspect your manager won't be understanding.
Staying at a job for at least a year or two
  • This conventional wisdom is not always realistic. You may need to relocate because of your spouse's job, for example.
  • Staying for only a short term no longer hurt a resume. 32% of employers expect job-jumping. Millennials are especially prone to brief stays at jobs. 70% quit their jobs within two years.
  • Gaps in job history are no longer seen as problematic either, but you have to show that your time off wasn't a waste of time.
  • However, you should avoid jumping around if you can because of the emotional drain of finding a new place, new friends, and reproving yourself.

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Be always reliable

Totally reliable members are like gold. Delivering work on time every time is priceless.

Not afraid of failure

A good team player is not fearful of failure.

Head hunters are now actively seeking out those employees who can clearly recount what went wrong with a project and what lessons they learned.

Share information

A good team member doesn't regard other team members with suspicion, envy or resentment.

They understand that sharing information is vital to efficient problem solving.

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Allowing Ideas To Safely Flourish

Take a moment to consider if your employees and team members are coming to you with new ideas and innovations.

To create a sense of security where employees will feel safe to share their i...

Increased Diversity

Companies with increased growth are 72% more likely to have high diversity in their organization.

Use Learning & Development (L&D) training to raise awareness about the current state of diversity and inclusion in your work environment.

Agility Breeds Sustainability

Up to 70% of trainees forget what they learn within 24 hours after training. However, it does not have to be the case for your employees.

An effective leader will implement and integrate an agile training infrastructure into their daily operations that can change quickly to keep up with the pace of innovation.

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“The biggest risk is not taking any risk. In a world that is changing really quickly, the only strategy that is gu..."

Mark Zuckerberg, CEO of Facebook
Skills Needed In Digital Leaders
  • Work together, complement each other, and function as a team.
  • Able to operate on and enable environments that are more dynamic, team-centric, and connected.
  • Lead and build teams and partner with the broader ecosystems, keep people connected and engaged, and drive a culture of innovation, learning, and continuous improvement.
  • Lead a workforce that includes contractors, the contingent workforce, and crowd talent.
  • Understand how different business functions, industries, and technologies come together to form solutions.
  • Comfortable and competent with risk-taking.
Demographics And Leadership Destiny

Millennials expect to be developed via opportunities, mentoring, and stretch assignments. However that is hard to come by in top-heavy companies. 

Most millennials think their roles provide little development while most companies report they have excellent or adequate programs for Millennials.

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Talent Spotting

Digital leaders don’t have to do everything themselves, but they must be able to spot the areas of their organization that need improving. Moreover, they need to be able to hire an...

Adaptability

Sudden changes in the industry can disrupt the status quo, potentially derailing the success of your organization. In these situations a leader must remain flexible and adaptable, ready to make the quick decisions that can keep the company on track with minimal negative impact.

Risk-Taking

Putting speed and innovation ahead of tried-and-tested business practices often makes leaders cautious. However, in a fast-changing world, the only strategy that is guaranteed to fail is not taking risks.

For a start-up, the risks can be even greater but innovation is impossible without risk. And if you can’t take risks, you may not be cut out to be a digital leader.

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Lack of innovation in larger corporations
  • As companies start to grow, they often experience a downturn in innovation as management layers increase. 
  • Many larger corporations are now attempting to harvest the suc...
3 performance management must haves
  1. Risk-taking. Create a culture in which risk-taking is encouraged. Fear of failure is one of the most common inhibitors of innovation. 
  2. Increase learning agility. People with a high learning agility are able to take feedback and adjust strategies accordingly, without becoming discouraged. 
  3. Creating cross-functional teams. Organise teams with different skill sets together on an ad hoc basis to tackle particular projects. It creates a smaller pool of decision-makers and allows the team to benefit from cross-departmental knowledge.
Why diversity matters.
Why diversity matters.

Diverse Companies with a wide range of employees enjoy broader skill sets, experiences, and points of view.

How to Increase Diversity and Boost Performance
  • Develop an equal opportunity policy.
  • Be transparent about hiring criteria.

  • Improve retention of minority workers.

  • Analyze problems and adapt. Train managers to spot their biases and avoid communicating in ways that unconsciously deter minority candidates.

  • Implement workplace flexibility.

Make Job Seeking A Constant Thing
Make Job Seeking A Constant Thing

We should try and learn every new skill possible and continuously build our personal brand.

Most people start their search for a job after years when they feel they should ...

Your Skill Inventory
  • Your skill sets are of no value if no one knows about them, and sometimes we ourselves do not know the value of our unique skills.
  • Updating your resume regularly with a clear list of your old and new skills helps you understand and shape yourself for your next adventure.
  • It is also a good idea to create a brand for yourself in a specific sector, listing out the relevant skills that are concentrated and leave an impact.
What Makes a Good Resume

The last decade has changed the way a recruiter looks at a profile. You need to constantly update and restructure the content with the market realities and demands.

  • A good resume has brevity, action verbs, and skills that fit the job being applied for.
  • It helps to have a formal tone while providing hard, countable facts.
  • Making use of keywords and familiar buzzwords(corporate lingo) makes finding and selecting easier for the recruiter.

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Traditional career paths

They are now fading, giving way to portfolio careers, hybrid roles, gigs, and virtual arrangements.

This is causing frustration for job seekers who are pursuing unconventional job changes, wh...

Start before you’re ready

In this ever-changing marketplace, chances are you’ll never feel 100% prepared. 

If your next step is unclear, the best way to find clarity is to move forward. Your view of the situation and potential solutions will be clearer when you're in the middle of it rather than when you’re on the outside looking in.

Follow your fear

Pay attention to those activities that feel scary - they're usually your next stretch goal waiting to be tackled.

You might make mistakes, but your other option is to do nothing and remain stagnant.

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