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PRIDE


One of the most important drivers of employee motivation is a sense of pride: pride in the company or brand and pride in the role within it. 

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PRIDE


One of the most important drivers of employee motivation is a sense of pride: pride in the company or brand and pride in the role within it. 

 

Building PRIDE in your brand 

 The PRIDE model is built around the core belief that pride in the organisation and pride in one’s role drives business and personal performance. Each of the following key five factors can drive employee commitment, motivation and involvement which, in turn, will make companies more successful.

 

PURPOSE

the deeper human or physical raison d’etre for the company. Something that is profoundly meaningful, proudly shared and readily discussed.

INTEGRITY

the ‘inner truth’ of the organisation, evidence of whether the reputation is demonstrated and felt in the day-to-day experience of its key stakeholders and reflected in its policies and practices.

REPUTATION

the external image of the company, the way it is talked about and regarded, possibly the first thing that begins to affect employee motivation to connect.

DIRECTION

where the company is going, its future focus, growth or development strategy and its path to reaching future goals. Your company direction can be a unifying force for your employees.

ENERGY

The physical and emotional wellbeing of your employees is fundamental to your business success. Business processes that support the people, their work ethic and their stamina will help sustain organisational health and performance.


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PRIDE STARTS WITH...


PRIDE STARTS WITH...


Company purpose or meaning is gaining traction in business as a differentiating factor that will attract talent, customer- and investor-attention in competitive markets. While 21st century start-ups frequently put purpose at the heart of their business models, established brands have to dig deep into their company history and square that away with any restatement of their mission and values before communicating boldly to the outside world.

Defining and communicating a sense of purpose can gain a unique emotional and sustainable commitment from employees and strengthen relationships within business. When present and authentic, it can make the difference between average and high performance, acceptable and exceptional effort and satisfaction, and drive pride in the company’s core activity.

IN OUR Consultancy APPROACH, we:

  • Work with you to investigate the core purpose of your organisation
  • Gather supporting evidence and challenges from key stakeholders
  • Create mechanisms for closing gaps and raising awareness
  • Define and communicate company purpose, vision and values
  • Identify opportunity to increase engagement through a restatement of your purpose
  • Share success stories and promote ambassadors inside and outside the business
  • Increase external awareness of company purpose to feed into external and internal brand reputation


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Reputation


Reputation


Whether they are aged 16 or 60 people not only want to buy from a reputable company, they want to work for one too. Reputation creates desire, aspiration and excitement. In the employment market, it stirs up individual ambition to join in and commit more effort. In turn, employee performance and attitude can reinforce, enhance or impair the reputation of the brand. 

The relationship between company reputation and employee behaviour is integral to business success. Reputation is a key factor, often the first factor of influence in employee and prospective employee perception and engagement with a brand. A company’s reputation is built on many elements, including the behaviour of its employees, how they deliver the service, how they speak about the company’s products. Hence creating and maintaining a great reputation is at the heart of the PRIDE model.

IN OUR Consultancy APPROACH, we:

  • Explore the elements that drive reputation
  • Consider some of the challenges that can enhance or damage company reputation
  • Help companies establish a strong employer brand that complements a customer proposition
  • Learn from successful companies who are telling their story consistently
  • Identify ways to solve important recruitment and engagement problems
  • Encourage HR and Marketing to work more closely together to create and deliver a more cohesive brand story


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Integrity


Integrity


Nobody knows the integrity of your brand promise as well as your employees. Viewed from the inside, your brand is demonstrated in every policy and practice of the organisation, from your recruitment process through employee induction, management styles and behaviour, incentive and reward schemes right through to your internal communications systems. And once employees join the organisation, nothing that they experience should jar or conflict with your external brand reputation.  

Creating and communicating the inner truth of your organisation is at the heart of theblueballroom’s consultancy offer. We work with companies to identify their employee journey and test out how the real-life experience of their employees sits with the external brand. We help bridge the gap between expectation and reality through better communications and better behaviours, thus delivering a more fulfilling experience at work.

IN OUR Consultancy APPROACH, we:

  • Map out the employee journey and define key touch-points that influence the delivery of the brand promise
  • Discover what makes employees tick, how they feel about their jobs and how closely they are in line with the company’s ethos and values
  • Identify key influencers in the business, celebrate success and highlight best practice
  • Spread awareness of business case for employee engagement and develop practices and behaviours that drive employee performance
  • Create communications platforms and tools that reflect the needs of the business and employees 
  • Develop communications skills through individual bespoke coaching and team training programmes


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Direction


Direction


When employees have truly signed up to their jobs and begin to feel they fit a company culture, they look for the next step: where the company is going and how they can contribute. Gaining an employee’s commitment to the future is a key stage in changing the nature of your relationship from one that is based on employment to one that fosters engagement. Everyone wants to be fulfilled at work, they just don’t all get the chance.

Painting a picture with ambition for a healthy and sustainable future and articulating a clear strategy to get there are fundamental components to motivate employees. But providing a sense of direction is a multi-faceted responsibility and requires insight into your employee base. Leaders and their advisors need to understand the professional and personal ambitions of their employees, where they are ‘at’ in their lives as well as their careers, and consider how the stated direction of the organisation can align with their goals. 

IN OUR Consultancy APPROACH, we:

  • Deep-dive into the context of the business, or organisation, what is its business model and where it is in its own strategic development
  • Consider the demands that the strategy puts on an HR/People Strategy, in terms of recruitment, development, relocation, retention or loyalty schemes
  • Drive understanding of the company’s demographics, not only in terms of locations and numbers, but also in terms of the employees’ professional and personal ambitions
  • Work with leaders to articulate the future direction of the company in a strategic narrative that resonates with a diverse employee base
  • Seek to spread awareness and ownership of a company direction beyond the leadership team, through employee workshops and events that encourage employee participation and accountability
  • Involve other professionals in expert areas such as leadership development, personal presence and inter-cultural communications that will enhance the communications competencies and performance of senior teams.


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Energy


Energy


Since 1930, the average life expectancy of a company in a mature market has dropped from 70 to 18 years, and with new businesses emerging as a result of disruptive technologies, it is falling all the time. Employees are also jumping from job to job more regularly with the average length of employment plummeting to 3 years in some sectors. At the same time, individual life expectancy and working life span are increasing, so a graduate employee entering the workplace in 2015 has the prospect of working for more than fifty years.

Companies that invest in the energy of their organisations and the wellbeing of their employees see tangible returns in terms of talent acquisition, performance and commitment yet it is still relatively new on the corporate agenda. As the working population becomes more self-reliant, more mobile and more demanding, nurturing individual and organisational energy is of increasingly high importance for companies as they compete for the best calibre of people and enable them to perform – for the long term.

IN OUR Consultancy APPROACH, we:

  • Benchmark clients’ current wellbeing strategies against industry best practice
  • Conduct wellbeing audits within the company and make recommendations for more cohesive approach
  • Introduce you and your management teams to leading experts in the fields of personal and professional stamina
  • In this arena, theblueballroom works with a range of expert partners in the fields of energy, operational health and safety, mindfulness and happiness