Netflix and LinkedIn on ‘meaningful content’
With the corporate world still in disarray and many senior leaders not knowing which way to turn, crucial aspects of company culture, employee satisfaction and talent management are at risk of being neglected. However, a sensitive, inclusive and compassionate approach to employer branding could be the key. In today’s problematic climate, this is potentially more crucial than ever.
Netflix is one example of an organization taking this principle to heart, focusing efforts on developing its employer brand in 2020, and showcasing company culture through empathy.
BrewDog: “We’ve not done this for PR, we’ve done this because it’s the right thing to do.”
Modern employees are far more likely to have a vested interest in working for a morally virtuous organization. So, in turn, this has the potential to impact the organization’s bottom line, whether that be through increased productivity, lower turnover, or any number of other things.
Many would agree, however, that employee engagement is the key factor here; a metric that has the potential to influence an organization’s success on every possible level. BrewDog is arguably the perfect case-in-point here. The Aberdeenshire-based brewer and distiller is a glimmering example of an organization with a strong, consistent moral stance coursing through its veins. And what’s more, this social awareness has had a glaringly positive impact on the company’s engagement – particularly in recent times.
Slack and Atlassian on adaptability and resilience
Every aspect of a business – from supply chains, to product design, to internal communications, to company culture to employee benefits – must pivot according to a changing market, and do so without significantly damaging the success or growth of the organization.
However, as is the case in any scenario, drawing inspiration and guidance from your peers and contemporaries is a vital part of the learning process. Slack and Atlassian, two of the world’s fastest growing technology companies, are both strong examples or organizations that have attacked the challenge, and pivoted successfully.
How organizations are developing people leaders for the future
This year has pulled back the curtain on issues that leaders regularly identify as areas needing improvement, but which do not make it to the top of the priority list often enough. HR leaders know these challenges warrant more than window-dressing solutions as they have value-destroying potential – we are making the case that directors can strike a balance of appropriate oversight by adjusting their purview.
HR leaders Chuck Kemper, Chuck Heaton and Jason Anderson put forth the recommendations that senior leaders need to focus more on people practices to ensure the overall success of the organization
Dave Ulrich on the value of organization guidance systems
As a business or HR leader, the following scenarios may be familiar to you. You may find them to be challenges that you have dealt with in the past or anticipate dealing with in the coming months. But what if you had solutions to these scenarios and answers to the questions?
In this article Dave Ulrich, co-founder, The RBL Group, Norm Smallwood, Co-founder, The RBL Group, and Alan Todd, Founder, CorpU outline how an organization guidance system could be the answer.
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