I attend a lot of conferences.  And while it’s been a while since I’ve done the traditional market your services in the exhibit hall ‘booth-duty’ I certainly pay attention to how vendor organizations approach the conference circuit from a sales and marketing perspective.

While attending a premiere industry conference recently I overheard two vendors complaining about the lack of qualified leads they were generating during the exhibition hours.  Even with 11,000 attending the event these sellers were lamenting the ROI associated with attending, generally asserting, “we just aren’t seeing any good leads.” And the complaints continued the next day during my walk through the exhibition area.  Complaints about not being able to generate quality time with qualified decision makers.  As I listened to the commentary, I couldn’t help but think…you need a better sales strategy for events.

To maximize your Sales/Marketing ROI when attending industry trade shows consider the following:

Postcard Prospecting: Obtaining an event mailing list and sending a postcard pre-event as an exhibit announcement promoting your demo times and drawing for an ipad does absolutely nothing to differentiate yourself from the 800 other vendors who do the exact same thing.  And it has very little to do with sales and quality lead generation.  Having a quality exhibit and providing a strong introduction to your solution is a good starting point for attending a trade show.  But the exhibit is just the hub.  The spoke strategy is where the action is…..and postcard prospecting simply isn’t good enough.

Clingers v Closers: Determining who represents your organization is a critical decision to maximizing ROI at an industry trade event.  Granted, Big Time Sellers can’t stand ‘booth duty’…..because they know business doesn’t come to them…..they have to go hustle for it…..and an all star seller doesn’t cling to the exhibit during a trade show.  Sure, they put in the time.  But a closer will have an entire agenda outside the exhibit hall arranged pre show.  Breakfast meetings.  Lunch gatherings.  Session visits.  Even the party circuit presents an opportunity to establish meaningful connections with quality leads.  Send a team of exhibit clingers to an event who rely entirely on time at the display and the ipad giveaway to generate ROI and you’ll miss big.

The Mixer: Client entertaining is a time-honored tradition at industry trade events.  And the gathering of customers in different parts of the country represents a phenomenal opportunity for vendors to say thanks and reinforce key relationships.  It can also represent an opportunity to accelerate business development by inviting prospects to attend.  The mixing of customers with prospects is the ideal way to develop business without doing the heavy lifting….let your brand evangelists sell for you! And in return offer your customers and prospects alike an evening to connect, network and develop relationships with other industry practitioners.  The best sales time you can spend at these events is time where your customers are helping you build your business!  And keep the Flip Cam handy for customers that want to give you the testimonial you’ve been waiting for……if they love doing business with you often they want to share it with the world!  And will be glad to share it with the four prospects you’ve also included in the dinner you are hosting.

Key-chains v Keynotes: Any of us that have logged some booth duty time know that the opportunity to collect giveaways can be a driver for prospects to make the exhibit rounds… glow in the dark key-chains, lifesavers, stuffed animals, the coffee thermos…..and the fishbowl of business cards for the ipad drawing make a few software demo’s tolerable mixed in between breakout sessions and lunch…..it really does all start to look  the same.  If you want to differentiate your organization and elevate awareness you need to put down the key-chains and consider if there is an opportunity to keynote…..or at least lead a breakout session demonstrating new ideas and expertise that can favorably impact your industry.  Speaking can drive sales….and your CEO is the ideal person to stand before the attendee’s with insight and opinion that impact the industry and accelerate your business. Right? Your CEO has stage fright?  Well, how about the Chief Strategy or Innovation Officer…….or the VP of Sales?  If you have somebody on the team who is capable I can tell you this can differentiate and accelerate your ROI and opportunity to develop business….significantly.

And while we are talking about CEO’s….

The Chief Engagement Officer: Increasingly the role of the CEO is to drive elevated engagement and quality of experience for both the employees of the organization and the customers they serve.  The large industry trade show represents a wonderful opportunity for the C Level leader to connect and collaborate with the organizations client community and support business development.  A C Level leader has to pick their spots…..but missing the premiere event in the industry you serve is an opportunity missed plain and simple.

Today’s Sales Leader has to consider evolving the way their organization generates leads and drives awareness toward conversion.  The number of business cards in the fishbowl isn’t reflective of qualified leads and will provide little insight into your event ROI.  Consider the hub and spoke sales/marketing model when you attend an industry event……your greatest impact will likely be developed when you aren’t exhibiting but are focused on highly targeted sales activity and effort.

Posted in Brand, Sales

Tags: Marketing, Networking, Trade Show

This week I had the distinct pleasure of hosting the world’s leading authority on Employer Branding, EBI CEO Brett Minchington.  On the second year of his 20 country/30 city Employer Brand Global Tour,  Brett (who occasionally resides in Australia) is about to publish his 2nd book on the subject, Employer Brand Leadership:  A Global Perspective.  While I have enjoyed our conversations and alliance specific to the Consulting, Brand & Communication Strategy work we are both doing what I have found most enlightening about Brett’s contribution to the industry and our time together is his unique world view.   Shaped by experiences working with the world’s leading consultants and industry practitioners  Brett offers a real global perspective.  Prior to his 30 hour journey back to the land down under I invited him to share some of it here.  What follows is a message from Employer Brand International Chairman and Author Brett Minchington.

I find around the world people are looking for similar propositions in their employment experience. Whilst there is some variance based on their stage in the employment lifecycle, people needs can be grouped into five key areas. Employees are seeking:

Fair pay for fair work – there is an imbalance of this in developed v developing nations and my concern is that developed nations have built their business models reliant upon continued access to lower wages in developing nations. We are seeing wage increases in countries such as China and India which are forcing companies to re-think their labor allocations and practices or face increasing pressure on margins.

Recognition for performance – relationships play a key role in how performance is rewarded – it’s not always a case based on merit! My concern is that workplaces around the world are becoming much more self-centered as a result and this will make it increasingly difficult for companies to build employee loyalty to drive employer brand equity,

Personal development – employees want to leave in a better stage of personal and professional development than when they arrived,

Respect- no matter the industry type or nature of work, employees want respect from managers and fellow workers, and

Friendly working environment- for many people around the world they spend more time at work than with family and friends which they care most about! So if leaders can somehow create a working environment which contributes to an employee’s sense of belonging that is good for employers and good for society!

The key differences I find in the USA compared to other regions I travel around the world can be grouped into 3 key areas:

Connectedness – Americans have been quick to embrace technology and trends such as social media to the point where I feel they have one of the most (if not the most!) collegiate workforces in the world, they are on 24/7! The challenge will be how to balance this speed with productivity and employee and customer engagement.

Pace - the rate of innovation and change – I find American companies are very focused on innovation and growth to drive increasing shareholder returns, sometimes at the expense of their most valuable asset, their people! This is at odds with how value is created in companies today – it’s the intangibles such as brand, people, IP, etc which contribute most to company value and if companies can’t keep employees engaged, they’re at risk of having a workforce which is not fully optimised.

Competitiveness – I find America is by far the most competitive country on the planet, it’s win at all costs. The U.S has a reputation outside its borders as being focused on hard, rational performance measures with less focus on intangibles such as people. My concern is this focus may continue to drive innovation where people are replaced by robots leading to a whole range of social and health issues.

I thoroughly enjoy my visits to America and connections with my American colleagues. Their approach to business is refreshing and they always seem to find a way to overcome adversity.  American patriotism is a wonderful part of its character!

Posted in Brand, Communications, Employee Engagement, Uncategorized

Tags: Brett Minchington, Employer Brand International

Yesterday I was fortunate for the opportunity to provide the morning keynote on Employment Branding for Collaborate 2010 – the first Jobs2Web user conference.  I enjoyed sharing the stage with a group of forward thinking practitioners and industry giants Lou Adler and J2W founder Doug Berg.  I also couldn’t help but marvel at the astounding level of engagement, open sharing, synergy and success during this event.  Collaborate was truly the perfect theme!

Jobs2Web continues to push the envelope on strategy, innovation and results for progressive organizations serious about leveraging technology and intelligence to Recruit Better. This week it was exciting to listen and learn about the powerful ROI they are delivering.  Client presentations from Yum Brands, Microsoft, Lifetime Fitness and Mayo Clinic validated Jobs2Web as both a powerful business partner and clear industry leader.  They continue to set the pace for delivering innovative Web 2.0 (or 3.0?) recruitment marketing solutions.

One of the most exciting client projects I’ve worked on in my new consultancy has been the Jobs2Web brand, unveiled this week at the user conference. I think the message platform and marketing tools resonated with the community in a compelling way!  I will post a more complete case study in the near future but in the interim, here are two video’s our team produced in partnership with Jobs2Web.

Great week!  Congratulations J2w!

Posted in Brand, Recruiting, Social Media, Uncategorized

This article contribution from Susan Borowski, SPHR was originally published in the June issue of Bottom Line HR, a J.J. Keller & Associates, Inc. publication.

The world has changed with the explosion of social media. Consider these statistics: Reports show that it took radio 38 years to reach 50 million users; for TV, 13 years; the Internet, 4 years; and the iPod, 3 years. Facebook added 100 million users in less than 9 months; and iPhone applications reached 1 billion in 9 months.

Social media affects business in several ways. It affects a company’s brand, its transparency, its customer service, and how the world perceives the organization.

Social media and branding

Not long ago, business defined and strengthened their brand and made sure it was perceived as they wanted it to be. Branding was a “top-down” phenomenon. Enter social media, which is in a position to affect a business’s brand globally – and not necessarily in a positive way. Do you know what is being said about your business in the Blogoshpere? The Twittersphere? You should. A recent poll of Human Resources practitioners showed that only eight percent were using Twitter.

Ryan Estis, Professional Speaker, Business Performance Consultant, and expert on HR and social media, says that a company’s brand used to be what the company said it was. Today, it’s what everybody says it is. “Everyone has a megaphone, a platform, and a media outlet. Companies no longer control their brand – they only influence it. Where branding used to be a monologue, now it’s a conversation – a conversation that companies can’t control.”

Where decisions are made

In 2009, a global Nielsen study reported that recommendations from friends and acquaintances as well as opinions posted by consumers online were the most trusted forms of advertising – not a company’s PR department, and not its website. This being the case, if consumers are reading on social media about the poor customer service someone received from your company, it won’t matter what you say to promote your brand – consumers will tend to believe the individual who received poor customer service and blogged or tweeted about it. Anyone who is researching a company to make a decision whether to buy its products or services and who finds several reports of negative consumer experiences is likely to look elsewhere for those products and services.

Google search results now include tweets, which aren’t necessarily filtered, so negative tweets about your company could come up in a search, as well as rants on blogs or websites such as Job Vent. This site allows individuals to rant about their place of employment and ranks companies based on the comments it receives.

How social media is changing

If you believe Twitter consists only of people talking about what they had for lunch or what they just bought, you are not alone. However, what occurred after the June 2009 Iranian presidential election serves to demonstrate the true power and ubiquity of social media. After the presidential election results were announced, many citizens who believed the process was rigged took to the streets in protest in Tehran and other cities. The government censored the media so the world wouldn’t see the protests. But the word got out anyway, primarily through Twitter. The effect was so powerful and so striking that this historical event has been called the “Twitter Revolution.” Our global society is as interconnected as it has ever been, and is becoming more connected each day.

Estis says, “HR must realize that social media has gone from a novelty to a functional business tool. “ According to Estis, only 26 percent of companies have a social media policy; of those that do, 50 percent ban access to social media at work. Nevertheless, even if banned on employees’ computers, social media comes to work on employees’ smartphones. So the question, according to Estis, is not whether to allow social media into the workplace, but how best to channel it for positive results. Because HR connects stakeholders to organizational culture, HR can take the lead on using social media to the organization’s advantage.

Social media as a business tool

Estis suggests that companies begin with the end in mind. What’s the business objective? Connecting international groups? Using social media for customer service? Once your objective is defined, he suggests that you learn about the various tools (Facebook, YouTube, Twitter, LinkedIn, Flickr, FriendFeed, etc.) and how they can help you achieve that objective.

Expecting social media savvy

Estis says that some companies are encouraging employees to use social media to further the business. At EMC², social media savvy is expected. Employees blog, tweet, produce podcasts and YouTube videos, share information on forums, and more. Granted, it’s an IT company, but IT companies are not the only ones using social media technology.

Best Buy has developed a service on Twitter called “Twelpforce,” through which the company interfaces with customers (and potential customers) in real time. Through this service, the company encourages employees to answer questions about products, proved customer service, assistance, and ideas. The service helps drum up business by answering their questions or helping them find a solution. Employees’ tweets are not hidden, but posted publicly on Best Buy’s website. It doesn’t get more transparent than that. Says Estis, “transparency equals trust.”

The future of social media

What does the future hold in this rapidly-changing arena? Estis sees more companies turning to geo targeting, which involves knowing the physical location of a web visitor and delivering marketing content to that web visitor based on his or her location (i.e., suggesting stores, products, and services, based on what’s available in the area). This targeted approach is improving click-through rates for internet marketing.

The next level of social media involves location-sharing services like Foursquare and Gowalla. These are used on a mobile phone, and allow users to combine their address book, Facebook, and Twitter accounts to find out if any friends are nearby. Users check in based on their GPS location, then leave tips on deals, meals, and experiences they have in that area. They can check out tips from friends and other users, get suggestions on where to go, and find recommendations for things to do.

Foursquare also adds a competitive gaming aspect by encouraging users to earn points and unlock badges. Location-sharing services like Foursquare add an opportunity for retail-based businesses to tap into a new network by providing deals only to those using the application – and some businesses are doing just that. Foursquare has grown so much in popularity since it was introduced last year that it has been called “next year’s Twitter” by CNN.

Finally, to those who would say that Twitter is a passing fad (remember MySpace?), Estis points out that the specific tool is not what’s important; being in the domain is. “Participation drives relevancy,” he affirms.

Social media has become an extremely powerful tool, and it’s not going away. Social media can impact customer relations, your reputation, your message, and your brand. Savvy businesses will recognize the power of social media and use it to their advantage.

Posted in Brand, Communications, Social Media

Tags: Human Resources

Testimonials matter.  In sales where value propositions are next to identical and compelling differentiation is narrow or non-existent, proof of concept counts and often closes.  Buyers typically aren’t too optimistic about being the first one into the deep end of the pool.  Knowing you’ve been there and done that provides assurance.  The ability to demonstrate outcomes that not only meet expectations but deliver above and beyond can be a difference maker.  Involving your best customers in the sales cycle elevates trust among business relationships you are cultivating…and the strength of the testimonial often depends heavily on the sellers skill.

So, how does a sales organization build out a portfolio of world class testimonials?  How do you turn customers into Raving Fan Brand Evangelists?   Simple.  You earn it.

3 keys:

1.  Deliver results

2.  Invest and build meaningful relationships

3.  Ask

Results are what its all about.  But results without a relationship aren’t good enough.  Do your best customers champion your cause and go out of their way to help you succeed?  Do you do likewise for them even if it isn’t in the contract?  Tip:  that is what new customers want.

When you are delivering and developing meaningful relationships, you still have to ask.  But, isn’t that the job of the marketing department?  Hardly!  Customers are buying from YOU….and YOU need to demonstrate proof of concept also.  A good marketing organization will take great care in packaging, promoting and building out a portfolio of testimonials, case study’s and client experiences the right way……but anyone selling today can cultivate client feedback in  a way that advances their cause.

I recently delivered keynotes in Madison and Maine.  In follow up, with positive client feedback, I felt I’d earned the right to ask for the coveted testimonial.  Always an opt in (if I didn’t earn it and don’t deserve it, please do not feel obligated in any way to oblige) and authentic, I was fortunate to receive the following two positive returns from my customers:

“From a 72-member program faculty, Ryan Estis was the highest rated presenter at our four-day conference. No surprise! Ryan did his homework for the  keynote. He offered a sophisticated, strategic message delivered with style. And Ryan connected with the audience so that the sophisticated message translated from the stage into practical applications for the attendees.  We look forward to having him back next year!”

Bud Bernstein
Maine HR Convention

“We engaged Ryan to keynote our conference because we knew he would bring high energy and set the tone for a great conference; he far exceeded our expectations.  I have been involved in our conference for 5 years and never had I heard such a buzz that lasted throughout the day and beyond.  Not only as a conference organizer did I find Ryan’s energy empowering, but as an HR professional, I still find myself revisiting Ryan’s message and applying it to my daily work life.  Thank you Ryan for delivering on your promise; you told me you would bring it, and you did!”

Zach Penshorn, VP Programming Greater Madison Area SHRM Chapter

These are great additions to my ‘Testimonials Portfolio‘ and I am more than grateful for the client partner contribution because it certainly benefits my business.  But, if you are a Sales 2.0 Rock Star and paying close attention you’ll notice my colossal mistake.  How, with such good feedback and momentum around the client experience could I leave my Flip-Cam in the bag?

Yup.  My mistake.  That would have elevated the impact substantially.  Next time.

You are a Sales Rock Star?  Then you have powerful testimonials, proof of concept and an authentic, differentiated and compelling value proposition around both your business solution and buying from YOU!

Posted in Brand, Sales, Uncategorized

I am excited to get back on the road this week and spend time with my favorite Association (and client): SHRM…

I head to Madison, WI on Tuesday to deliver my a keynote on winning with corporate culture, Passion on Purpose at the HR NEXT Conference with GMA SHRM. Madison is a great college town and HR Community clearly focused on the evolving trend line in the practice of people. I’ll be followed Tuesday by a keynote from Andrea Gappmayer, speaking on The Carrot Principle who will deliver what I am sure will be a powerful message on leadership effectiveness and the importance of recognition. At an HR event appropriately titled NEXT we’ll both have the opportunity to talk about the current shift in our workplaces and the steps and strategic considerations that are necessary for HR to build more meaning and engagement into the work experience to accelerate performance.

On Thursday I’ll be at the awesome Samoset Resort providing the morning keynote, Employment Branding 2.0, at the Maine State SHRM Conference as part of an outstanding speaker lineup. We’ll spend a little time on the importance and evolution of communication, collaboration, connections and community in our workplace at the appropriately themed event:  If HR Ruled the World.

What if HR Ruled the World? Well, a lofty objective perhaps…although I have some friends that I am sure would agree that the world would be a better place!  While rule the world may be a stretch, it is absolutely time for HR to rule the workplace. TALENT is emerging as the only long term, sustainable competitive advantage in the new economy. There simply has never been a better time for HR to rise to the occasion and significantly impact the strategic considerations and outcomes of the business. Technology, competition, markets and innovation aren’t the ultimate throttle on business growth and success…….it’s people…..the right people….in the right jobs….aligned and delivering on the mission – vision – values and elevating the customer experience that propel a business forward. HR can deliver the talent strategy and workforce readiness that moves the business. Rule the World? Why not….why not now?!

Put your people first…profits follow!

We’ll talk about it all this week and I look forward to being part of the conversation and making new and meaningful connections at these SOLD OUT SHRM events!

And if your SHRM Chapter is looking for relevant professional development and continuing education ask us about our SHRM Discount. Our keynotes and workshops are HRCI STRATEGIC credit approved!

Posted in Brand, Communications

Tags: Culture, Human Resources, SHRM

This Spring is providing a variety of opportunities for the HR community in my hometown to conference and connect around some terrific content!

April 13th is the HRP of MN Spring Conference.  I’ll be opening the conference with Employment Branding 2.0 and plan to stick around all day for two outstanding additional sessions and the panel discussion to close out the confernece!  The event will focus on Post Recession Strategies (REgroup – REtain – REcruit) and should prove to be a great opportunity to connect with leaders in our local HR community.

May 12 is the TCHRA Spring Conference.  Keeping with the recovery and reinvention theme, ‘Leveraging Human Capital During the Economic Recovery’ there is a special opportunity to see a dynamic national speaker take the stage and keynote this event.  Simon Bailey is outstanding!  I recently had the pleasure of spending a little time with Simon after we both presented at NOHRC in my hometown of Cleveland.  He is as brilliant and authentic off the stage as he is on.  I can tell you his message is relevant for this time of transformation and includes a powerful blend of inspirational and actionable content.   You don’t want to miss Simon!

May 17 the ERE Social Recruiting Summit will be held at Best Buy in Minneapolis where some of the leading national players leveraging social media for talent acquisition will descend on the Twin Cities for the one day event.  If your focus is recruiting this is a can’t miss opportunity to learn from a think tank of strong, national practitioners doing exciting work!

Look forward to seeing some old friends, familiar faces and making new connections in the Twin Cities this Spring!

Posted in Brand, Recruiting, Social Media

Tags: Human Resources

I had coffee this week with one of the strongest practitioners in the Employment Branding space, Heather Polivka at UnitedHealth Group. Heather is a great example of the Marketing meets HR competency needed to get effective Employment Brand strategy the top down support and traction necessary to have some significant long term impact on the business. What kind of impact?

-Increase in hew hire satisfaction
-Increase in Hiring Manager satisfaction
-Significant reduction in recruitment marketing spend
-Dynamic and growing talent networks through the recently launched social media strategy

The foundation of this  2 year journey was based on a significant research and discovery initiative to determine the unique, differentiated and compelling EVP that now serves as a foundation for all of the tactical deployment and communication both inside and outside the organization.  Driving consistency across such a large and complex organization is both a significant undertaking and accomplishment.

Her extraordinary work effort and contribution to her own employer is being recognized by Electronic Recruiting Exchange where UHG is a finalist for Best Employment Brand (winner to be announced during the upcoming Spring ERE Expo).

I am sorry I won’t be in San Diego to witness the well deserved recognition firsthand but enjoyed Heather’s insights and perspective this morning around how she has achieved success, the recently deployed UHG social strategy and what is coming next!  Her words of wisdom follow:

Posted in Brand, Communications, Recruiting, Social Media

I typically don’t walk away from conversations about Employment Branding and Employee Engagement blown away.  I have a pretty decent perspective on the industry and its evolution.  Friday’s conversation with Polly Pearson, VP of Employment Brand and Strategy Engagement for EMC was the exception.

Polly is a progressive communications executive with vision for the impact EB initiatives can have on culture.  She is a no BS, brand from the inside out thought leader and our conversation confirmed for me the impact and significance having the right leader in the EB role can have on business outcomes.

We talked a bit about the misconception that EB was a strategy specific to talent acquisition.  From her perspective, that is the easy stuff.  The hard part is “winning over the hearts and minds of their people.” Banking on the idea that people inherently want to be successful and contribute in meaningful ways to meaningful work at some level it means simply removing the barriers that inhibit potential – and just getting out of the way.  It also means being forward thinking enough to let people do more of what they love and not being confined to the limitations of job titles, policies and procedure.

EMC is clearly winning with a culture of “collaboration and connection”…..and you can learn more about how she drives this initiative and her ideas for 2010 at her blog Building and Branding Careers, Culture and Cool (and yes, they are hiring!).

Employment Branding isn’t all about image.  It’s about execution and experience. Polly delivers and provides keen insight and best practices that other organizations can learn from and leverage to make some real progress in the talent engagement arena.

If you get the chance she is definitely a webinar or conference keynote worth watching!

Posted in Brand, Communications, Employee Engagement

Remember the movie, Meet the Parents?  Where Gaylord Faucker was hopelessly left outside his soon to be father in law’s magic circle of trust despite his every effort and very best of intentions. Once he was outside the circle it took quite the herculean effort to get back inside.

TRUST is a major issue in the workplace today.  Employee engagement has waned and the prevailing feeling in so many organizations can only be described as anxious and trapped.  It matters little whether the marketplace is talent rich, if the talent on the team isn’t aligned to the objectives and invested in the outcomes.  And invested just enough not to get fired doesn’t count.  I know a lot of passive jobs seekers, working and waiting for something better to come their way.

Sales and Marketing have a Circle of Trust with their customers.  So does Recruiting and Leadership with their employees. And trust and engagement are never higher than the moment someone says YES!  Once the big decision is made the trust should solidify and escalate into endearing loyalty and evangelism.  But it usually doesn’t.  The circle breaks down.

When interest is elevated and engagement is high its a violation if the ‘experience’ doesn’t meet the ‘expectation’.  Brands (and employer brands) that can deliver an experience, that exceed expectations consistently (exceed once and fail twice and you’ll drive people crazy and right into the hands of the competition) build loyalty and have the opportunity to drive evangelism.

Transparency and Authenticity are the new mandate.  You better BE what you SAY.  I read a great quote about this on the Edelman site last night.

“Audiences expect companies to interact with authenticity and transparency. Companies need engagement. Both will only achieve these if driven by compelling content that courts, plays and engages with credibility and professionalism. As Peter Whitehead wrote in the Financial Times, Web 2.0 is a world in which anyone can have a go at generating content; Web 3.0 is where professionals take the lead in shaping that content.  And those professionals are the production experts and the multichannel, multimedia engagement experts. A new world, needing a new marketing offer. It’s all for the taking.”

Content is everywhere.  Quality is another matter entirely.  And better communication inside and outside the company is imperative.  And experience is what really counts.

Authentic, Sincere, Transparent, Timely and Relevant Communication builds TRUST. With employees and customers.

How is your company doing?  Are they inside your circle?

Posted in Brand, Communications, Employee Engagement, Recruiting, Sales, Uncategorized

Tags: Trust