The branding race has begun
The common perception of National Public Radio (NPR) is not that of a digital giant, rather one of a veteran non-profit media company. However, top digital talent is what they need in order to continue their mission of creating a more informed public.
24 Hour Fitness is identified by its flexible hours and openness to the average worker’s busy schedule, yet when they go to career fairs recruiting talented professionals to run this multimillion dollar business, students think they are there to sell memberships.
Once considered a passing fad, employment branding is proving to be the best resolution for increased employee and candidate engagement, better cultural fits and reduced attrition.
Click here to find out how these two organizations are aligning their core values with their employee promise and showing why, for the right person, they would be a great place to work.
Do more, manage less
The Peter Principle states that as people continue to get promoted they “do” less and manage more — ultimately getting to a point where they’re in a position that they aren’t good at and don’t enjoy.
Tracy Dolgin, President and Chief Executive at the YES cable sports network, reversed this principle and implemented a “doer” mentality during the recruitment process for YES.
“We wanted it to be more like a start-up environment, without a start-up product,” Dolgin said. He wanted to create a flat organization where passionate people could create amazing things by doing what they do so well.
Read the full interview with Dolgin, where he discusses his perspective on leadership and how his methods could work for your company.
Two perspectives are better than one
When defining a corporate strategy for a business, it seems that moving away from the traditional perspectives of older executives and incorporating newer perspectives of younger generations may be beneficial to a successful execution.
Generation Y’ers are competitive and see things through eyes shaped by social media. They are conditioned to view data transparently as opposed to privately and look for ways to perform in the moment, opposed to the uncertain future.
Generation X’ers don’t consider winning to be the ultimate goal. Their independent and careful dispositions force them to question how feasible certain strategies will be under vastly different circumstances.
Click here to read more about these generational thinkers and their questions on everything from the underlying philosophy of a corporate strategy to its timeframe and tactics.