Progressive marketing leaders are more likely to be tuned into the connection between employee behavior and the impact it has on their customer satisfaction, acquisition costs and lifetime values. So, when HR leaders approach their marketing colleagues with the authentic branding recognition concept they should be prepared for two responses.
First, most will agree customer profits are directly linked to employee attitudes and behavior and they may shock you with how quickly they will want to move the discussion from theory to tactics. (And if you are not ready to go, you will also be surprised by how quickly the conversation ends.)
Second, marketing will want to know how your ideas translate to a proven process defined by flawless execution and reliable outputs. While marketing is credited for their creativity, they know that they are ultimately judged by how well a campaign is managed and monitored. The lack of any supporting system is a non-starter for this group. They have no interest in mistakes and have no use for stale data.
That is why it is key to have the support of a seamless, simple and intuitive web-based recognition system with built-in backend rule system that assure reliability for communication delivery, goal setting and reporting. For marketing analytics fanatics, this includes on-demand, real-time and reliable data with filterable management reports that track and isolate program activity as well as enterprise-wide diagnostic and control systems that show aggregated data correlations in easy to comprehend dashboards.
So if you’re in HR, I encourage you to “think through” your first meeting with marketing. Better yet, bring us along. We will show you and your marketing co-sponsors how to make your authentic branding employee recognition program a win-win for both the brand and the people who make it come alive in the marketplace.