What Do You Really Know About Employer Branding?
When it comes to employer branding, it’s time to look beyond a slick logo or clever marketing strategy; it’s a powerful force that connects your values, strategies, and policies with your people.
Your employer brand is about what you stand for, how your business is perceived, and the exceptional experiences you create for customers, clients, and employees alike. Happy employees are more likely to go the extra mile, resulting in increased profits and client satisfaction.
However, neglect your employer brand, and you risk creating a negative perception, which can lead to low morale, reduced productivity, and a decline in client satisfaction.
Ready to build a powerful employer brand? Let’s dive in!
Define Your Employee Value Proposition
Showcase what makes your business unique, share your vision for the future, and explain why people should join—and stay—with you.
Know Your Internal Brand
Host focus groups and conduct regular pulse surveys to understand how your teams truly feel about your brand. Then, take meaningful action based on their feedback!
Stay Aligned
Your employer brand should reflect your values, strategies, and daily operations. Ensure that everything aligns seamlessly for maximum impact.
Highlight Your CSR Efforts
Demonstrate your commitment to social and environmental causes. A strong CSR reputation is a magnet for top talent who care about ethics and corporate responsibility.
Encourage Advocacy
Transform your teams into brand ambassadors! Inspire them to share their positive experiences, represent your company at events, and refer new talent.
Discover how to build a winning employer brand that inspires your teams and delights your clients by downloading our latest guide today!
Monk Mode? Fake Happy? Woliday? Time to Catch Up!
Are you up to speed on the latest workplace buzzwords? A recent study by Rippl, an employee recognition platform, has unveiled new phrases that are shaking up the modern workplace.
Take “office peacocking,” for example, where employers spruce up their offices to entice employees back post-pandemic.
Keeping up with these expressions isn’t merely about staying current; it’s about shaping workplace culture, understanding employee experiences, and engaging with essential topics. But the debate continues: do these phrases sensationalise everyday work issues, or do they shine a light on real trends?
Read more here: The Workplace Buzzwords You Need to Know
Lonely Hearts Club: The Rise of Workplace Isolation
New data from Gallup reveals a troubling trend: workplace loneliness is on the rise. A staggering 20% of employees report feeling lonely daily, with fully remote workers experiencing this more acutely at 25%, compared to 16% of office-based staff. This loneliness adversely affects overall well-being, engagement, and performance.
Some employers may think that bringing everyone back to the office will solve the issue, but this may not address the root cause and could exacerbate the problem.
Instead, employers should focus on enhancing engagement by connecting teams to their work, the company’s mission, and each other. Empowering managers to be culture champions can also play a vital role in bridging the gap and combating workplace loneliness effectively.
Find out more here: Rising Workplace Loneliness
Shared Parental Leave Hits New Heights
Shared Parental Leave (SPL) uptake has reached a record high, with HMRC data showing nearly 25,000 claims last year—far exceeding the 6,200 claims made in 2015 when SPL was introduced.
Suzanne Caveney, an employment partner at Eversheds Sutherland, attributes this surge to evolving attitudes towards shared parenting and improved workplace policies and pay.
Despite this progress, SPL usage still trails behind countries like Finland, where paid family leave is standard for both parents. Data shows that SPL is more commonly taken by older, highly qualified individuals in large organisations, earning higher incomes and holding progressive views on gender roles, compared to those who do not utilise SPL.
Read more here: Uptake of Shared Parental Leave
How to Support Employees with ADHD
October is ADHD Awareness Month—a perfect time to celebrate neurodiversity and learn how to support employees with ADHD.
With 2.6 million people in the UK diagnosed with ADHD, understanding the condition is more important than ever for business owners. Additionally, as employment tribunal claims related to neurodiverse conditions rise, it’s crucial to support your team effectively to help them thrive and avoid legal issues.
ADHD, or Attention Deficit Hyperactivity Disorder, affects how the brain develops and functions, with symptoms typically falling into three categories: inattentiveness and distractibility, hyperactivity and impulsiveness, or a combination of both.
Here’s the thing: while people with ADHD may face challenges like forgetfulness and concentration, they bring unique strengths to the table! They often excel as leaders, demonstrating high emotional intelligence, and their creativity, energy, and enthusiasm can be game-changers for your business.
Want to harness that brilliance? Here’s how:
- Flexible Working: Offer adjusted hours and remote work options to help manage energy levels and focus.
- Clear Expectations: Break tasks down into steps, set clear priorities and deadlines, and use visual aids with written instructions to help maintain organisation.
- Open Communication: Create an inclusive culture where people feel comfortable discussing their needs and challenges, providing necessary adjustments.
- Training and Coaching: Support areas like time management and organisational skills, alongside company-wide education on ADHD.
Keen to find out more?
Get in touch for an informative chat about ADHD and how you can support and empower every member of your team!
Q&A
Can I refuse to provide a reference?
Yes, unless you’re legally obligated—for example, in an employment contract, for specific financial services jobs regulated by the Financial Conduct Authority or Prudential Regulation Authority, or as part of a settlement agreement. Your reference policy can determine the extent of what you include.
What do I do if I can’t contact my employee?
Check their schedule, then attempt to reach them via phone, text, or email. If it’s not urgent, give them some time, document your attempts, and utilise emergency contacts. If there’s no response, follow up in writing and consider inviting them to a disciplinary hearing, adhering to company procedures.
I only employ one person—do I need HR advice?
Absolutely! Even with just one employee, HR advice is essential. You may not need a dedicated HR person, but an HR consultant can ensure you remain compliant and legal, helping your business run smoothly.
For advice on any of the topics covered in the October edition of our newsletter feel free to call us directly on 01243 – 967961 or email [email protected]
Please stay connected with us on our website www.starfishpeople.com for more updates, insights, and exciting developments in the world of HR!
You can also book a FREE 30-minute consultation with Helen our HR Guru in the Starfish People Virtual Meeting Room by using the link or scanning the QR code below.
#employerbranding #workplacewellbeing #neurodiversity #sharedparentalleave #HRconsultant #employeeengagement #workplaceculture
