Before beginning any sort of brand strategy work, it’s important that it’s well thought out. It’s also crucial to think about the trickle-down implications of potential seismic shifts in your organization. These changes will have far-reaching impact beyond your marketing team. If done properly, brand strategy work impacts every aspect of your organization.
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Borshoff is lucky to receive numerous requests for brand strategy work, typically resulting in an organizational rebrand on some level. A rebrand can be rooted in the need to bring much-needed definition to an organization’s messaging. In some instances, it could mean renaming the organization/product and possibly visual identity/logo work too.
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On a regular basis, Borshoff receives requests for “brand” assistance. Over time, we’ve discovered that what a “brand” encompasses can be quite different for people, with many defaulting to the visual components of their brand.
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In a recent post, we talked about why organizations should reexamine their Corporate Social Responsibility strategies to ensure they are authentic, meaningful, and resonant with employees. In this post, we share three ways to embed CSR efforts into your culture and sustain it over time.
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Most companies recognize the value of being a good corporate citizen and commit to corporate social responsibility (CSR) activities through volunteer programs, corporate and employee giving, environmental initiatives and a commitment to ethical labor practices. The smartest companies are those that also use CSR programs as an opportunity to enhance employee engagement, recognizing the two areas are highly interconnected.
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As companies all over the world re-examine their remote working strategies while balancing their talent acquisition needs, virtual or remote onboarding is rapidly becoming more commonplace. New innovations are emerging while other “constants” apply no matter the setting. In this two-part series, we asked Human Resources Manager Rannette Archer to weigh in with her unique perspective of being both an HR leader and Borshoff’s first-ever remotely onboarded employee.
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How often do people really think about their utility company? For most customers, it’s usually two times: When the power goes out or it’s time to pay their bill.
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In a recent episode of Shoff Chats, Borshoff had the pleasure of hosting an informative discussion led by Terra Doyle, Sr. Director of Talent Acquisition at Roche, focused on a topic that’s very top-of-mind right now for employers: maintaining or strengthening employer brands during the global health crisis. What should HR and internal communications professionals keep in mind as they examine their talent recruitment strategies and employee experience initiatives through this new lens? Here are three key learnings from our chat:
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Community banks and credit unions have always been ahead of big banks when it comes to developing relationships with everyday customers/members. Yet, many consumers haven’t been looking to establish a relationship, viewing the partnership in a more transactional manner. Customers simply want to be able to access their money whenever they want – branches near to work or home (even though they rarely go inside), convenient ATMs (even though they don’t use them as often as they think) and a solid mobile/online banking experience.
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