Internal Brand: Processes / Practices / People

Internal Branding

Smooth the workforce transition ahead

As machines take on the routine, dangerous work, your teams get to use their intrinsic human talents more fully. 

Not only have day-to-day working conditions and habits changed dramatically – now our working consciousness; as human brains ultimately get rewired in the process of transforming, in this age of tech and gloablisation. 

We are working with companies to:

  • Address worker transitions (and challenges) brought about by the technologies; 
  • Encourage and inject greater fluidity and mobility in the workplace and manage difficult transitions;
  • Introduce programs to guide businesses to retool labour forces, re-train and credential to a new level of skills;
  • Scale by reimagining workforce skills development, retaining environments; 
  • Strategy/ opportunities for workers to upgrade their skills; with in-house training, partnerships with education providers, internships and so on;
  • Set the environment to help your teams learn marketable new skills; mid-career retraining/and skills mix needed for successful career changes; 
  • New approaches to improve skills and teach new ones -incl. to older workers.

Improving Brand Experience

Internal branding brings your brand alive for teams; strengthens their resolve and emotional connection to the work and organisation.

Customer service and team performance (*loyalty of both) rely heavily upon the state of internal brands. Success comes for those organisations with the right approach; structure,  technologies and people to support it.

Employee Experience, Culture Model   The Higher Mix

What is Brand Alignment?

Internal Branding is a multi-stakeholder ‘whole of systems’ approach 

We assist organisations to mine team interactions, technologies, attitudes, values,  communications and engagement. Roadblocks to workflows and performance. More clearly see how your people fit in (seeing themselves fitting into a brand new system) 

How structures/systems/technologies influence their perceptions, motivations, and productivity. 

End to End Branding, Brand Alignment The Higher Mix

Bridge Strategy and Execution

Holistic approach across the business ensures as little inconsistency as possible between company identity (brand promise), the offer (EVPCVP) and your operations (operational environment, internal teams, servicing etc.) 

Insights gleaned from examining/analysing/measuring certain constructs; for collective sense of belonging, commitment from your people living the brand day-to-day. When your tribe understands their role, and the impact they have/how they contribute to company achievements; this will energise them and they push harder for results.

Techniques, Tools & Guidance on the Internal Brand 

We anchor Internal Brand projects in a most agile way, across the different disciplines – HR, marketing, brand management, strategy, and operations. 

Naturally enough, begins with leadership styles, behaviours, practices –  always at the forefront of any internal branding effort.

  • Bridging gaps between exec aspirations, technicalities, attitudes of project teams, and internal stakeholders most impacted by change
  • Quantitative | qualitative research for review of brand and culture environments
  • Assess employee life-cycles; tribe dynamics, engagement, behaviours
  • Organisational structure, people processes, practices and touch-points, values, vulnerabilities, distinctiveness, unmet needs of key stakeholders and much more
  • Identify inefficiencies incl. cost savings, reduction of workforce-related expenditure and waste
  • Observe and report on limiting systems, processes – deconstruct; identify duplication | inefficiencies
  • Balance process with external feedback/ perceptions from clients, customers, shareholders, and other external parties
  • Address human inter-relationships in meaningful ways;  better-manage experiences; inspire internal talent and customers
  • Engage potential talent externally; encourage talent to join
  • Mid-to-longer term strategies to build capabilities and skills
  • Measure brand health, organisational health and organisational readiness
  • Mid-to-longer term strategies to build capabilities and skills
  • Activities, process, communications to empower teams – understanding of future intent,  who, what, why your company does what it does
  • Reviews of the HR and Marketing techstack; growth hacking 
  • Assess styles, methods communication / marketing,  digital footprints
  • Relevancy of communications (mainstream and digital):  reach, efficiency, personalisation, tactics, channels, platforms and measurement
  • Comprehensive metrics around both team and customer experience and performance metrics (unaided recall, awareness, recruitment, response rates, time-to-fill, retention etc). 

Full scale/scope implementation; tools, techniques and the guidance your team needs to find real momentum.