If they can rebrand, so can I
[tweetmeme]If you’re a subscriber, you may have a noticed a change in the look of Write Speak Sell. You would be right. I have changed templates from the Red Essence to the Flexx theme, which, as it indicates, is a flexible theme with more options.
Why did I do this? I advise clients on sharpening their brands. But I felt my own was a little fuzzy with my old theme. A tab in the navigation bar for “Business Writing” was just too generic. My business has evolved over the past year and I’ve been gravitating to three focused offerings: blog and web copy, employee engagement and branding. Now even the term branding is a little broad, but it’s such a recognized term that I think people will get it. The top three widgets with these services tell visitors right away what I do – and they are “above the fold.” That is, they are visible even on the small screen of a laptop.
If I can get it working properly, I’ve also added a new podcast product called audioboo, which allows me to create podcasts on my IPhone and they are published directly to my blog. Neat. It’s a small technical problem that I will get worked out shortly.
My categories and blog role are now on my home page and I’ve added a search box. I still need to add content to my right sidebar on my home page because there is quite a bit of white space there. I’m open to suggestions.
It’s a constant process – tweaking, trimming, adding to – and hopefully — improving a business. That’s why I thought I’d share my process with you. Any thoughts about how you’ve adapted and changed your brand or business model? Would love to hear from you.
It’s a simple equation. Internal Branding = External Success. Employee communications programs should embody the brand and foster a culture of communication that rallies employees around the mission and business goals of the company. Yet many organizations neglect internal communication. With an economy in the tank, some companies feel that employees should be happy to have a job. But when things are bad, employees need to be hearing frequently about the true state of the company, what management is doing about it, what it means for the individual employee.
Even in bad times, smart companies are able to mobilize their employees to support the company and its brand by being twice as productive as before and in their communication with customers. Employees want their company to succeed, so why not give them an opportunity to be part of the solution? It works in a company that has nurtured a culture of communication that it can rely on to see it through both the good and bad times.
In communication with employees —
Trust is the core component – all communications must be reliable, truthful and contain the full story. At the heart of trust is:
Openness – there must be an unwavering commitment to and support of a healthy two-way communications environment.
Simplicity – communications must be clear, meaningful and accessible.
Consistency – messages must be strategic and integrated.
Caring – there must be concern for the individual.
The most important element in communicating with employees is speed. They need to hear news from the company — both good and bad — before they read it in online forums and news programs.
I subscribe to many (maybe too many) online newsletters, magazines, newspapers and blogs. I enjoy receiving them all and I would like to continue receiving them. But why won’t they let me change my email address? My new company name is Write Speak Sell and my new email is email@example.com. Not surprising, of course.
But when I scroll to the bottom of most of the emails there is an unsubscribe link, but rarely a link to simply change my email settings and other contact information. Maybe it shows a lack of self-confidence in the writer that subscribers would only want the unsubscribe information.
So, please, everyone, let me change my email address! And while you’re at it, how about increasing the size of the typeface in your communiqués.