Building an employer brand helps to maintain competitiveness

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An environment that recognizes such dangers early on is crucial for the survival of the employer brand. It is not about waiting for mistakes or creating an atmosphere of surveillance. The opposite is the case: openness and vigilance are required, not spying and denouncing. The goal must be to recognize misconduct, address problems and manage situations effectively. One factor here: the "swarm intelligence" of employees. If the majority of employees identify with the culture and live by the values, deviations are noticed early and almost inevitably. Those responsible have a phased plan in place for this case. This includes discussions, training programs and, ultimately, ending the collaboration.

Pillar 4: be imaginative and vital
As with classic branding, the same applies to employer branding: what was fresh and surprising yesterday is standard today and old hat tomorrow. Being satisfied with status is the beginning of the end of an employer brand. A company that is growing dynamically needs a dynamic brand. This is not just a task for the HR department, but for all employees. Everyone can ensure that new ideas emerge in their own environment - and, above all, are implemented.

The company as a whole is also required to do something. It's not new zealand consumer email list about pushing gimmicks out to people on a weekly basis. The aim is to set up activities along the employee journey - understood as all the contact points that employees have with the company - and in line with the employer brand. This includes top-notch equipment for mobile working as well as modern offices with leisure activities or the provision of food trucks during breaks or after work. Or larger activities such as setting up a foundation to provide employees with straightforward help in times of need. Coordinated measures ensure that the brand's appeal is increased. If companies manage to amaze employees again and again, they have already won a lot when it comes to employer branding.

Conclusion
The statements show that building an employer brand is a key task - especially in tight personnel markets.As paradoxical as it may seem, a fast-growing company in particular faces challenges. If those responsible are aware of the situation and possible effects, they can take countermeasures in their activities at an early stage. It is important to maintain the momentum and innovative power of the early days - and at the same time think and operate on a larger scale.

You can find more exciting topics from the adesso world in our previously published blog posts .