No Video For Your Personal Brand? Maybe No Visibility Either.

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Video is, quite simply, dominating brand marketing. Cisco in a recent study shared that by 2019 the global consumer internet video traffic will be around 80 percent, which was 64 percent in 2014. Another piece of research by Hubspot found that over 51 percent of marketing professionals believe video to be the best medium for generating Return on Investment (ROI). So the question is: how can you leverage this trend and use video to help build your personal brand?

The idea would be to share video to showcase and amplify your brand identity. Video is a high bandwidth kind of communication, which means it can carry more information, be more engaging, and convey the finer elements of your story in an manner that we humans naturally relate to. Video communications are proven to have greater ‘connecting’ impact, raising the ‘human connection’ quotient by fulfilling our insatiable thirst for visual stimuli.

The increase in sensory stimulation alone creates deeper impressions, adding the impact of the visual to the audio. Think about it — if you could buy the same amount of advertising for the same amount of money for a campaign, would you purchase a live commentary on a radio station or a live telecast someone can watch on a superior OLED screen?

Since the barriers to entry for creating video have decreased precipitously, it may be time for you to give video a try. Below are some more examples and strategies for using video as a medium to take your personal brand to the next level.

Make Your Profile Introductions More Human

How engaging is your profile summary on LinkedIn? If you’re like most people then it’s flat at best, or embarrassing at worst. But it’s difficult to get your whole self to come across in just a few words, right? Now consider if you could have a video bio embedded in your LinkedIn profile page and you could introduce yourself like you normally would. Wouldn’t that be easier? It’s just talking to someone about yourself (which is something we know we have to get very good at).

You can instruct people about how to navigate your profile, or highlight specific accomplishments or skills – it’s like you’re guiding them through your profile. And they don’t even have to scroll down to experience it.

Make Your Meetings More Productive

Video meetings used to be all hi-tech, with expensive conference room installations and complicated dialing modules. But now they’re commonplace and mostly run from your browser. With the rise in easy virtualization and cheap (sometimes free) video conferencing, we are using video meetings for discussions, reviews, interviews, sales presentations, and so many other things using Adobe Connect, WebEx, GoToMeeting, Lync and Skype etc. And the loosening of this barrier to communicate enables real-time work that can be more effective and powerfully bonding.

It’s not without pitfalls, however. In 2013, I was on a video call at my home office with a Spanish client, using Google+ hangout. I was pretty chuffed that I was using such a new technology, and was feeling a little full of myself. Unbeknownst to me, I had forgotten to lock my office door and my pet decided to barge into the room and jump around and bark during my quite professional presentation.  And if that wasn’t embarrassing enough, while I was coaxing him out of the room, I had stood up and revealed to my client that my crisp blue dress shirt and tie did not match my pajamas. Yep – I had only half-dressed for the call. That’s a mistake you never make twice.

But if you can manage to dress correctly for the occasion, video meetings can bring greater focus and attention for your meetings. After all, on a telephone conference call your callers could be doodling, returning emails, or daydreaming, but for video meetings, they have to be looking at the other person, which increases the level of connection and discourages multitasking. Just be sure you are paying your other callers the same respect.

Increase Your Impact by Sharing Your Expertise

With influencer marketing on the rise in 2016 and emerging as a medium of effective advertising and brand promotion, you can imagine that video could be a powerful tool to build a strong brand identity. Sharing your expertise on a topic of your interest or taking a stand on a discussion via video can get your ideas out into the marketplace, and carry the force of your personality and humanness along with them. You don’t have to become a full-fledged YouTube Star, but you can create your own content and help it spread by linking your videos from YouTube or Vimeo to your other social media profiles and sites. Just be sure that your content remains ridiculously helpful to your network and encourage your connections to share it, just like you should be reaching out and sharing their best content.

Increase Conversions and Connect With Customers

Video streaming apps like Blab, Meerkat and Periscope can make it beyond easy to give product demonstrations and host discussions and Q&A sessions. In many cases viewers can also record these sessions for future reference – further increasing the impact you have with them. You want to use the platform for getting detailed feedback on your ideas, like a live customer support hotline. Most people on these platforms use them for discussions about current events and hot trending topics. To stand out, you’ll want to avoid just, excuse the term, blathering on mindlessly about recent events, however, and instead focus on amplifying your brand and helping you nurture relationships with your prospects and targets. Be sure to put your sights on attracting the right audience for your message, and put less emphasis on just getting more eyeballs.  Quality counts here.

Get Started and Get Creative!

Start with your own computer’s video camera, or buy a simple one to start with. YouTube has a simple functioning video editor that you can use for free. Find innovative ways to get attention in your videos. Record in cool locations, or use props or interesting guests or controversial topics. Video must be engaging to have lasting impact, and time spent in upping the quality and thoughtfulness of your video will increase its stickiness and share-ability.

Where’s the best place to hide a dead body? On page 2 of Google search results.

No one will ever find it.

One stat to keep in mind is that 75% of Google users click on the first page of search results and never scroll to the second page. So you obviously want to rank as high as you can with any content you create. But when you consider that webpages with relevant videos can rank higher on the first page then you have to consider that video could increase your visibility.

And what good is your personal brand if it doesn’t show up?

 

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Yooniko (a brand of Metamorph Corporation) is dedicated to creating the future of unique, personal branding. Find out more here.

The Number One Factor In Your Job Search Success

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Searching for a job used to be an analog thing — asking friends for recommendations, reading newspaper want ads, perusing bulletin boards, and pounding the pavement. The rise of the internet and social media changed all that, and both job seekers and recruiters now routinely leverage digital sources, and specifically social media platforms, as one of their primary search and placement tools.

Maybe this has happened to you or a friend, but a colleague of mine, a brilliant sales guy, recently went through a layoff when his division was dissolved. That was rough on him, but his network and social presence was so strong that he received a great offer almost immediately — but not through email or Monster. He was contacted through LinkedIn.

While your personal network has always held your best referrals, now social professional networks are starting to take over. And it makes a certain amount of sense in terms of demand for talent, as the visibility of your professional network is presented pretty clearly — so it’s good for recruiters and headhunters. But when it comes to the supply of talent, the question is: Are you set up for success?

Initial screening rounds during interviewing processes have drastically been reduced, courtesy of easy access to candidates’ profiles on LinkedIn and other professional networks. Recruiters connect with job seekers and view their profiles to find the right match for their clients. What used to be a mostly manual process has been reduced to a few clicks.

And that’s not even all of it. Now it’s common for software to be deployed to narrow searches, allowing recruiters to deal with not thousands of resumes and applicants, but a manual review of a short list of only 20-50. Up to 80% of large companies are currently using resume screening software that uses word matching and algorithms to sift out applications that don’t meet certain criteria.

But that’s just the first step. Companies know that when they hire someone new, they are taking a chance on that person’s present and future value to the company, and so they want to know that the prospective employee not only has the right set of competencies and talent, but would also be a good cultural fit with the company. They can’t afford to get it wrong, as the US Department of Labor suggests that replacement costs for a bad hire can be 30% of their salary (US Department of Labor, 2003), even if they are at lower levels in the organization, and some other more recent studies suggest that the figure can climb to as high as five times their salary.  Serious risk is involved, so companies place a high value on getting the right people in the door.

So, given the importance of all the online and social factors in today’s market, it’s clear that having an attractive personal brand can turn out to be not just a contributing factor in helping you land a job, but the absolute most important factor.

What follows are some pointers that might give you the edge to make sure you’re found, matched, and placed by talent hunters.

1.    It’s social, stupid

Some people think that the time of resumes will soon be over – and your social brand and online connections will be all that’s required to identify if you’re right for a job. According to research job seekers are regularly being contacted by recruiters through social media and this ‘social recruiting’ is turning out to be effective for everyone – recruiters and job seekers alike.

Companies like LinkedIn and BranchOut provide easy access to a job seeker’s social graph for referrals. Based on a research by Jobvite in 2014, it was found that 94% of recruiters were active on LinkedIn when compared to only 36% of the job seekers. Social media therefore provides a real opportunity to the job seekers if they only have a completed profile with the right personal brand showcased on it.

2.    Do some translation

The real trick is realizing that in the online world, your personal brand portrays your resume, not the other way around. You have to do your homework and work with a coach or resume writer, including:

  • Outlining what your mission is, your key skills, and your strengths. If you’ve not nailed down what you’re amazing at, then you’ll have trouble convincing anyone else why you’re worth the risk.
  • Now you can analyze your online profile – does it highlight your key strengths? Is all the work you’ve done in the past clearly presented on the profile, or does it need more translation to be understood?

3.    Now look at ‘the fit’

Do you know everything you can about your ideal employer? How does their culture fit with your style and behaviors? If you are looking for a lasting job opportunity, your recruiters will want to understand not just your expertise and value you add to the company, but how well you might mesh with the existing teams and their culture.

4.    Don’t be afraid to promote

As Scott Cook, CEO of Intuit said, “A brand is no longer what we tell the consumer it is – it is what consumers tell each other it is.” Your network will only work for you if you give them content, ideas, and thinking that they can interact with and share. Things like blogs, videos, podcasts, and helpful information that your community finds useful and engaging. It’s often said that the currency of social media is what you are sharing, so be sure that if you decide to share content, it is 1) interesting, 2) useful, and 3) unique enough to merit attention.

  • Reach out to create visibility within the connections of your company and to your future employees and employers
  • Share useful and valuable content and be known to your network
  • Engage in network activities to extend your reach and influence.

Social media has evolved into a primary job source and offer platform, above and beyond the job portals that have been around for a while.  If you can build your personal brand and social identity to make it attractive then employers and recruiters are really going to notice.

It’s no longer only just about your resume. Your accomplishments, previous projects, and your network are all part of the path to a new job in today’s market. So if your experience, expertise and recognition from your past work isn’t clear, visible, promoted, and a good fit, then you might be kissing your job prospects goodbye and not even knowing it.

 

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Yooniko (a brand of Metamorph Corporation) is dedicated to creating the future of unique, personal branding. Find out more here.

Are You Stuck? Could Building Your Personal Brand Help?

 

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Being ‘stuck’ stinks. That scary feeling that no matter what you do, you’re getting nowhere. Like being stuck in quicksand, when you need to move forward in your career and you can’t, you’re bound to feel alone, frustrated, out of control, and sinking fast.

And to think – it might all be because of a weak personal brand!

It was that way for my friend Katrina, who after paying her dues in a creative agency, took over a marketing role for a large multinational that required her to manage marketing activities across the region. Accustomed to working with internal teams and developing creative, Katrina excelled in driving great content. Her newsletters, market guides, white papers and creative for strategic requirements won her praise with the local management. But her boss, Susan, didn’t see it that way. She hadn’t seen any positive metrics about local affiliate satisfaction, because her dashboard was set up only to highlight deliverables in planning, budgeting and executing events, where Katrina had some failings. So even though Katrina was over-performing in one important area for the company, her boss raised questions about her project management and event handling skills, which caused some friction and they eventually decided to part ways.

That would be bad enough, but it turned out she was stuck.

She had a strong reputation for creativity with her network, but her expertise, skill, and value was largely invisible to the outside world. Her personal brand had no metrics to show her talents, or to show what she did better than anyone else. That stopped her boss from seeing her contributions in her present role, and she eventually determined that the same thing was holding her back from moving on as well.

Diagnose What’s Holding You Back: Perception Shapes Reality

Inability to move on in career can be stifling and frustrating, as it was for Katrina. And in matters of your career, perception matters. Your bosses and recruiters both go by the impressions they have of you, which can collectively be described as your personal brand.

Katrina had issues with making her impact on the business clearly shown to her boss, but there are lots of ways your image could be holding you back, like:

  • Maybe your work or behavior has received bad reviews online or with some internal stakeholders; a case of reputation management gone awry.
  • Maybe you haven’t felt motivated enough to put in that extra effort because you’re not in the right position to activate your passion; when this happens people around you might be telling you that you come across as indifferent, or lackadaisical.
  • Perhaps the nature of your job is difficult to put metrics around and be able to point to achievements or victories. When you work ‘behind the scenes’ it’s hard for others to know the value you bring to the table.
  • Or maybe it’s really just your presence. Is it possible that you come across as rough, or difficult, or combative? Do you have difficulty in patching things up with people after an argument? Do you have trouble listening to what others have to say about you?

If you’re not getting traction with a job search, then there could be other reasons why opportunities aren’t knocking down your door, like:

  • Your job description or other aspects of your LinkedIn profile could be under-performing for you, (or just plain poorly written)
  • Your resume could have outdated information and missing some keywords, or
  • Your mission statement might be falling flat for recruiters.

So whatever is holding you back, you need to diagnose it in order to take action.  Katrina knew this, and so she hired a coach who could provide her with perspective on where she could go from there. She also got some needed focus, discipline, and benchmarks to help her understand how to raise her game in terms of promoting herself.

Addressing the Problem: Face it and Erase it

Your next step is to take that diagnosis and turn it around into a solution. You’ve probably identified a weak area in your performance, but rather than just saying “I have to do this better,” you want to try to turn the issue around. How can you use your actual strengths in this situation to eliminate your weaknesses, or at least make them immaterial to the work?

Katrina had a lack of online presence because she didn’t know how to show exactly how her work was contributing to other stakeholders. She also felt that it was difficult for her to highlight her broad project management abilities, when she had much stronger skills in managing creative development and production.

So she changed direction and began looking for a role that directly played to her strengths, which turned out to be driving communications within the larger organization. She was able to point to the stellar work she had previously done, and she recruited her happy affiliate managers to vouch for her skills through a consistent feedback system that tracked her projects and clarified her value to her various other stakeholders.

Promote your way forward

Lastly, you want to make sure that your new direction continues to build your influence from a point of strength. You want to expand your audience base – both internally and externally, if possible. As you capture feedback from stakeholders on each deliverable or milestone you achieve, find a way to document it and disseminate it across the organization or the industry so others can learn from it. Think about how to capture learnings on areas of improvement, or mechanisms and processes that ensure success. You might project the relevance of your work through blogs, case studies, white papers or speaking opportunities.

Katrina broadcast her expertise to a wider audience by sharing her opinions in blogs and posts on industry online forums and the company newsletter. She captured email addresses of those who liked her work, and started posting case studies of everything she worked on, and directed people to follow her on LinkedIn. This showed her bosses and the wider industry how satisfied her customers were and where she excelled in meeting requirements.

Eventually, results started to show – her blogs built a solid industry following, her LinkedIn profile boomed with likes and shares, and she got invited to conferences and seminars related to creative development. Katrina was finally being recognized for what she was — a thought leader with creative talent. And so what if she wasn’t a great project manager? Shifting how she applied herself to her company and the market at large helped her get unstuck and evolve into a better role that gave her the scope she needed to continue to expand and showcase her true talents.

Katrina’s way out of the mess started with recognition of the problem. She didn’t panic or turn bitter and blame others for being stuck. She focused on building understanding and then took a smart path forward.

So if you get mired in quicksand, you have to fight the urge to struggle, which can make you sink further down. Instead, practice patience and get some perspective to determine how you’ll get free and back on the road to your brightest future.

 

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Yooniko (a brand of Metamorph Corporation) is dedicated to creating the future of unique, personal branding. Find out more here.

 

Building Your Own Brand At Work

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In putting together an innovation team at my last job, our boss asked us to go through a Strengthsfinder evaluation, which provided us a map of the skills and strengths that the team possessed. The idea was that we could see where we were strong and where we might not have all the resources or perspectives that might be required to face different problems and challenges. After we took the test, we compared our notes about the findings and realized that there was not a lot of overlap – most people had differing sets of identified strengths. Here we were, a group of people with one shared mission and very similar job duties, but we possessed widely varying attributes and skills in how we delivered value to the company.

This situation made me think about how rarely we stop and recognize the unique skills and abilities of our team members. And how that ‘village’ of talent comes together to create such incredible business value, based upon that underlying patchwork of powerful personal brands, working together and complementing each other. Looking around my team with fresh eyes, I gained new appreciation of those varied talents, and could recognize clearly how each person had brought their own unique perspective to bear on our projects.

Carving out your personal brand at work starts with identifying who you are, how are you different from others (in the most awesome ways possible) and how do you want others to see you. To stay competitive and be the best you can be, you need specific strategies that can elevate the visibility and value of your personal brand. Here are some thoughts about how to stand out at work for all the right reasons:

Identify your core expertise

Most people do not have a clear vision of their value at work, probably because they have accepted their job description as their destiny – the full definition of what they offer. This attitude is just a habit, however, and you don’t want it to stunt your growth and progress. Instead, choose to develop your own unique selling proposition and figure out what unique value you add to the company in your role.

Spend time thinking about what you are authentically passionate about, and how those passions can be integrated to your personal brand. Do you have strong technical expertise, excellent project management skills or strategic consulting expertise? Perform a SWOT on yourself and try to identify your core strengths and factors that distinguish you from your peers. Hire a coach, or work with a friend, and do your best to become crystal clear on what you want to be known for.

Get noticed for good things

Having a strong work ethic is great, and a key foundation of a strong brand identity. But you’ll want to make sure that you find ways to demonstrate your working style that make a strong impression. Like arriving a meetings before they start, closing your laptop during meetings, or ensuring that you deliver proper credit to supporting teams and contributors when presenting to groups. Actions speak louder than words and in the workplace it gets noticed real quickly when you consistently deliver your work with some special quality or expertise. It allows people to ‘map’ what you’re bringing, which can boost the popularity of your brand, and increase your market reach. Your visibility at the workplace should not only be restricted to your achievements and accolades but to the overall value that you as an employee brings in to the company. Remember, it’s not bragging if all you’re doing is talking about what your real value is.

Leverage social media 

Consistently using social media is another way of brand building at workplace, because it’s an easy way to extend your reach. Apart from LinkedIn, Facebook and Twitter, companies these days are deploying other web based enterprise social media platforms like Yammer, HipChat and Slack etc. An ideal case would be to be active in all these platforms by adding value, sharing content, writing blogs, and networking with people. Do take care when sharing information on workplace social media, however, as you want to abide by any policies your employer has set up.

Reputations are built on trust, respect, and filling unmet needs, so if you can stay focused on how you can be amazingly helpful you’ll soon find that you’re a rock star in your community.

Network in the real world

Networking isn’t a dirty word! It’s a mistake to think about the process of expanding your sphere of peers as just attempting to curry favor or beg for help. It’s not. Networking is nothing more than socializing and connecting with people – something we all do anyway. It’s just more deliberate, so it ‘feels’ like work. But our collaborative work culture and offices located all over the world demand a strong network and a consistent effort to reach out to people from other teams, to explore possible synergies. So the trick is to recognize that while you’re not trying to ‘work’ people, you do need to practice networking as a habit so that you form bonds across your company, and stay in touch with these new connections. But there are ways to do it without giving up your humanity in the process.

  • Volunteer for new initiatives and projects. You never know what project could open up opportunities for new and powerful connections. Look especially for projects that demand cross-department or business unit collaboration. Those initiatives have the most potential for you to build a wider network and gain greater exposure across the company.
  • Keep the focus off yourself. It may sound counterintuitive when you’re trying to promote yourself, but if you place your mindset into understanding what other people you meet might need in order to be successful, you won’t feel as self-conscious and can make a better impression.
  • Don’t focus on exchanging business cards, which can feel too formal and impersonal. Instead, make sure that you have the right access to be able to contact the person again. Reaching out after a first meeting helps solidify who you are and cement your brand to your new connection.

It’s getting more and more important to carve out your own niche at your workplace. To be able to function at your best, both you and your team need to understand how your particular ‘village’ of talent works. Take control of your brand so that others can truly see you and all that you have to offer.

 

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Yooniko (a brand of Metamorph Corporation) is dedicated to creating the future of unique, personal branding. Find out more here.

Why It’s Critical For Leaders To Build Strong Personal Brands

People buy into the leader before they buy into the vision. — John Maxwell

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Have you always dreamed of becoming a leader? Maybe you took a wrong turn and got sidetracked by life: meeting deadlines, hitting sales targets, keeping clients, bosses, and colleagues happy. Or maybe you’re just starting out. But if you have lost sight of your dream of becoming a leader, or are not sure where to begin, then a renewed focus on your personal brand might be just the thing to inspire you and get you back on track.

As technology and workplace continues to go mobile, modern life seems to be pushing us to compete more than ever, making it critical for us to differentiate ourselves, in order to reach our goals. And expectations are even greater for leaders to be out in front of all these market forces, to provide their vision and advice for others to move forward. So a strong personal brand seems to be a critical feature of leadership development. Leaders must develop their image consciously continue to invest in their brand and themselves, so that they can effectively serve the company and communities that they lead.

When you break it down, leadership isn’t just having the right knowledge or attitude, but it instead centers on the ability to work with groups of people to create positive impact in their organization and beyond. What follows are some strategies and concepts showing how a strong personal brand can help leaders create this impact:

  1. Leaders have a clear vision

A leader has to set targets for the future, which requires unequivocal, easy to explain goals, along with defined plans to get there. They start by identifying what’s important, and being brutally honest about their strengths and abilities to get where they (and their company) need to go. They map personal development plans and determine how they’ll address any gaps to defining the wider company’s goals.One mark of a real leader is that they don’t hesitate when asked what their goals are, they always know what’s standing in their way, and they know if they’re on track to reach the results they want.

  1. Leaders make an impression

Leaders know they can’t do it all alone. They have to motivate a wide variety of people and energize the larger community to take concerted action to solve problems and move the market. So leaders have to know what motivates their team, and then exert tremendous presence and influence to ensure that they get those employees to act — all while remaining helpful, genuine, and authentic. Sometimes this means being powerful and impressive like Superman and sometimes it means being approachable and open like Clark Kent, but in all the cases, they have to make an impression that gets results. Some leaders do this by making employees feel comfortable, or competitive, or nurtured, or important and most can vary their presence as they need to. But no matter what their style, leaders know that their employees are truly important assets in their organization, so it is the leader’s responsibility to inspire the team and drive their creativity in solving problems for the business.

  1. Leaders live in their brand

Lance Armstrong portrayed physical power and will in his leadership and his brand. But when he admitted the use of performance enhancing drugs to win titles, his leadership brand was immediately devalued. He didn’t live the brand he had built and advertised everyday in his work. Contrast his story with Steve Jobs, who was relentless in terms of his application of his personal brand, down to the black turtleneck and jeans he presented in.

  1. Leaders know they have to stay visible.

You can’t lead the herd from inside it, much less from behind. So leaders use their charisma to attract and engage people, and it’s important that they are present publicly and at internal events to demonstrate their support for the organization and familiarize their audience with their vision. Often, this translates into regular presence in the social media and industry conferences.

  1. Leaders don’t fear change.

When Richard Branson said “Branding demands commitment to continual re-invention and imagination,” he meant that successful leaders can’t sit on their past successes. True leaders build their brand through their approach to ‘what’s next,’ and not based on ‘what used to be.’ No one knows what the future holds, and so we look to leaders to be able to help us navigate the new landscape when it seems like everything we’ve always known is being thrown out the window.

It’s been shown that there is a strong correlation between leadership success and personal branding,  so if you’re looking to lead others, you’ll want to start with yourself and your own brand. That’s how you can become the kind of leader that the world needs to meet the challenges of tomorrow.

 

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Yooniko (a brand of Metamorph Corporation) is dedicated to creating the future of unique, personal branding. Find out more here.

 

 

 

 

 

The Real Cost Of Your Lackluster Employee Engagement

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In my last job, every few months our management would send around a survey that was designed to take my “Engagement Temperature.” Basically, the company wanted to know my attitude, feelings, confidence, and opinion about my job, and how supportive I was of the direction that my work, my boss, my department, and the company was taking.

OK, so why is the headline so grim?  Why assume that employee engagement is lackluster?

Because it probably is.

These kinds of surveys are common in the corporate world, and often they have a specter of ominous dread. The Gallup 2012 employee engagement assessment showed that 67.5% of employees are ‘not engaged’ at work, including 17.5% who said they were actively dis-engaged — not a pretty picture.

But it’s not just a morale issue — it hits the bottom line. Hard. Putting aside the fact that your company’s culture and brand can be adversely affected, some studies have pointed to bottom line losses in the range of $450 billion to $550 billion. And most measures of productivity also take a hit when engagement levels are low.

So how do you build and keep engagement levels high? Because we all can point to plenty of examples of employee engagement ideas and programs that have failed, and some with spectacular costs associated with them.

Dan Pink says it’s AMP – In his book, Drive, he outlines how Autonomy, Mastery, and Purpose are the secrets to happy employees at work. Which really comes down to letting employees be more than just cogs in the machine, but actually own their contributions to the business, and participate in real ways in the ‘why’ behind the company.

Gallup research says that your best bet is to hire the right talent in the first place, spend time and resources building their skills in a way that shows connection to your company’s purpose, and try to treat them like a whole human being with a body, a mind, emotions, and all that good stuff.

Interestingly, both these ideas center on the company having a clear and emotionally powerful reason for why they do what they do. After the company defines that central mission really well, employee engagement becomes a challenge of finding the right ways of helping the employee understand what they have to offer that fits into this mission, and how they can shine at delivering it.

Which really means that companies should be supporting their employees in developing strong personal brands, because as we’ve said before, the strongest personal brands are deeply connected with what a person has to bring to the world, and how they fit into it. So shouldn’t companies be assisting their employees in developing their personal brands in ways that support the company’s purpose?

Is it that simple? Is there any reason why it shouldn’t be?

 

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Yooniko (a brand of Metamorph Corporation) is dedicated to creating the future of unique, personal branding. Find out more here.