Dissatisfaction rather than innovative ideas
In many Company it works like this: Bad service - declining number of customers - more marketing budget - still less revenue - redundancies - stress and pressure from other employees - even worse service - and so it goes on happily ...
So no one is satisfied: The employees, not because they work under pressure for less money, the customers, not because they get that very dissatisfaction then - and the management also not because the customers stay away at some point. A vicious circle, at the end of which, logically, only the end of the enterprise can stand.
That this assessment, however, not from me, but the employee of a company itself (in the Twitter dialog with me) comes, I am optimistic: namely, that then one or the other companies recognize that it does not continue. Above all, because with such a procedure, the price spiral always further and inevitably turns down.
Involve customers and employees
One solution could be to simply pay more attention to the wishes of the customers and trust their own employees - that is the basic idea behind social media. However, many companies still do not seem to have completely leaked out that social media is more than just a bit on Facebook and Twitter.
Rather, it is an attitude of mind, as Sachar Kriwoj recently so aptly described, that would require fundamental restructuring by many companies.
A question of corporate culture!
This is especially evident in marketing and employer branding Professor Dr. In a conversation with Gero Hesse, Susanne Fröhlich, who teaches project management, human resources and marketing in Bad Honnef, made it clear that successful employer branding is above all a question of corporate culture and therefore can not simply be grafted from above
..the corporate culture is the foundation for employer brandings. only a company that knows who it is and what it stands for can identify suitable employees, win for the company and keep it for the long term ...
From this point of view, the forecasts that Martin Poreda of kununu makes for Talential are almost revolutionary, if you take a closer look at them: that companies not only have to give a good image to the outside world, but also have to treat their employees well inside , because otherwise you find yourself negatively rated in the network.
And that such negative assessments not only affect the employer's brand (that would be, many companies think, maybe even to get over, because there are enough unemployed!) - But also discourage customers - because nothing else is Poreda's forecast of the increasing interlocking of Marketing, PR and HR.
Quantum leaps and upward spirals
For many companies, which have seen themselves as the hub of the world, but this is a quantum leap: No sooner got used to the fact that the customers annoyingly have an opinion, now they should also take care of their employees! Help - this damn Internet!
Incidentally, we discussed the differences between old-school companies and new Coleurs over the past few days on the occasion of an Anne-Will program - although the exact implementation of course is the key question. But whoever manages to really create an open, transparent company makes the upward spiral a downward spiral!
That many companies have not yet understood these changes, so yesterday was also the Twittwoch in Munich - the findings there I have published in a separate blog post.
Analogy to politics?
But if you look at what has happened in the past few weeks in the (network) policy, where virtually the entire "network community" against the youth media protection state contract stemmte and it managed it, by the established media and finally the policy belongs which eventually led to the rejection of the Gestцt - then you get an impression of how "powerful" opinion making on the Internet can be.
And if there are voices raising the question as to whether a political system that is so intransparent is at an end, then perhaps you will also be able to ask whether companies that are not so intransparent are not going to end up just as economically in the near future become.
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