Branding Communications

Branding Communications

Branding and Employee Communication


Can the idea of branding be used effectively to improve productivity and retention? I believe you can use the idea of branding as a tool for improving employee productivity and retention.

Let’s approach it from the perspective of a manager communicating with his or her subordinates. If the manager sets out to build a positive reputation over time, and over a series of messages, then we might say he or she is embarking on a branding exercise. It’s an attempt to create the trust and goodwill necessary to have messages both accepted and acted upon.

Marketers branding products do essentially the same thing: send out a series of messages designed to build a positive reputation over time.

When messages to employees generate trust and goodwill, then communication sent after that can be used as communication to increase productivity and retention.

For example, in publishing my newsletters for my corporate clients, I always emphasize the need to provide articles and information of value to readers (the employees). By doing that, my clients come to see my newsletter as a useful resource, and share it with their employees. That, in turn, opens the door to asking employees to do or not do certain things (safety measures, for instance) and getting a positive response from them.

In a sense, referring to this process of building trust and goodwill as branding might be just a semantic exercise. However, I think that when we put a name to a process, we make it easier to comprehend and follow. That may be the real value of referring to branding in the context of employee communication.

Let’s also look at this issue in a broader sense because it’s important to remember the different roles of communication in productivity and retention. Three generic types of communication figure in our thinking: instructional, contextual, and motivational.

Instructional communication provides information that helps others do their jobs more efficiently.

Contextual communication provides the bigger picture, which should help recipients do their jobs more effectively.

Motivational communication shows recipients the benefits of responding as we have requested.

To build trust and goodwill, the instructional communication should be accurate, timely, and functional. The people who receive your messages should be able to act on them, and know they can act on them with confidence.

The contextual communication should be relevant and helpful. It should put the issue into a framework that helps others understand how specific tasks or issues fit into the strategic flow.

The motivational communication should focus on them, not on you. It should show them the importance of their contributions.

In summary, think of branding as the process of building trust and goodwill, a process that makes it possible to increase productivity and retention through communication.


About Dr. Surya

Using Quantum Physics and business research, Dr. Surya explores the correlation between the science of consciousness and patterns in the business world, to suggest innovative ways of using this wisdom to lead and succeed in a business environment that is constantly evolving at a rapid pace. Self-awareness is the awareness of the self as separate from the thoughts that are occurring at any point in time. Without self-awareness the self perceives and believes the thoughts that are occurring to be who the self is. Self-awareness gives one the option or choice to choose thoughts being thought rather than simply thinking the thoughts that are stimulated from the accumulative events leading up to the circumstances of the moment. Along with his work as an Author, Writer, Blogger and popular Internet Radio Talk Show Host, Dr. Surya is in-demand as a public speaker. Clients include small to large corporations and individuals.
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