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How many big organisations are actually good places to work? How many are changing their organisational structure and creating an ethos of transparency?
SingTel seems to be one of the companies undergoing big changes whilst trying to maintain a distinctive company culture (distinctive in being amenable to the workforce). I've been secreting myself in far corners of its website, and digging up interesting truffles of culture.
In plain English, here's some great PR from SingTel's site about company culture and digitally led change. It is to be admired by all of you currently undergoing a change in business structure, strategy, or even identity.
NB. This post might seem like a big advert for SingTel. But, I'd simply like you to show you the messaging on SingTel Group's corporate and recruitment pages, and explain why I think this sort of thinking is quietly revolutionary.
Last week at Econsultancy London we held a roundtable discussion with some HR and L&D folks. The topic was digital business…GO!
Of course, it was Chatham House rules, but I thought I’d sum up some discussion points and some potential glints of light at the end of the tunnel, for big orgs seeking that holy grail, ‘Digital Transformation’.
Each business has different challenges and needs, but some of the following issues struck a chord.
The list below includes links to useful resources that you or new staffers can read in month one of a career in marketing. The list is my idea of what is most important or most eye-opening for those beginning their careers.
I’ve been working at Econsultancy London for three years. When I started I didn’t know what the acronym ‘SEO’ stood for. Our recruitment policy has since been firmed up, but the complexity of working online has increased.
Hopefully, whatever your industry or business size, you can read and bookmark this post, or pass on to new colleagues.
If you work in the tech industry, you've probably heard somebody lament just how difficult it is to find "good" engineers these days.
Thanks to the booming internet economy and the fat wallets of companies like Google and Facebook, it's a good time to be a software engineer. There are more jobs than viable candidates, salaries and benefits are high as a result and the best engineers have no shortage of opportunities to work on interesting things.
Corporate communications has the double challenge of communicating internal messages while ever building the company brand. A third challenge presents itself when corporations implement company-wide social media initiatives because employees need more direction for a united, consistent result.
How can corporate communications help employees help their company by using social media in a united, consistent way?
When it comes to building a successful business, many companies, digital and otherwise, look to Silicon Valley for cues. And why shouldn't they? The region has been a source of incredible innovation for decades and in the past has produced some of the most successful companies in the world in recent years.
But what has worked in Silicon Valley isn't guaranteed to work outside of Silicon Valley, and when it comes to employee benefits and perks, companies should think carefully about what Silicon Valley innovations they adopt.
Thanks to the latest internet boom, companies are growing and there's incredible demand for individuals with digital skills sets.
That's good news for those looking for digital marketing jobs, but it is creating numerous recruiting challenges for companies.
Whether you're looking for a web developer, a social media marketer, or a salesperson, if you're in a digital industry in a major market, competition is fierce and chances are that finding the next great hire is a daunting task.
Motivating employees can be a touchy subject for many business owners and managers.
It's nice to believe that a 'good job' offering a decent salary and reasonable benefits package will do the trick, but in today's highly-competitive business environment, the truth is that it's more complicated than that.
Most marketers seem interested in diving into the minds of the millennials. This especially applies as Generation Y move to become a central part of the workforce (yes, this means they'll have more money).
MBA@UNC, the online mba program at the University of North Carolina, launched a new infographic today on the whos, hows and whys of managing Generation Y. This was made in partnership with the Young Entrepreneur Council as part of their #FixYoungAmerica campaign.
Everybody loves a successful startup, but even the most successful startups generally overcome plenty of mistakes before they become successful. Unfortunately, for many young companies that don't win in the marketplace, failure is the product of fatal mistakes.
Like most things in life, mistakes aren't created equal, and when it comes to the mistakes that can really hurt a young startup, technology mistakes can be particularly pernicious.
Here are several of the biggest technology mistakes startups make and how they can be avoided.
The marketing world is known for its love of hiring interns but with unemployment rates on the rise, are internships really going to lead to new jobs for graduates? And what are employers looking for?
A new study by Millennial Branding and Experience reveal an employment gap between employers and students. Even though 91% of employers think students should have between one and two internships before graduation, 50% haven’t hired any interns in the last six months. In fact, over three quarters of employers have hired 30% fewer interns into full time positions of late.
One question that we often get asked is 'how can we develop world class digital capability?' It often comes after companies have tried traditional methods that, when done in isolation, are doomed to failure.
A common tactic tried by many is to hire ‘digital gurus’ to come and magically fix their problems. They are then frequently isolated and over stretched so they often move on after six months due to frustration and a lack of understanding of their role.
Or, in today's job market where digital skills are at a premium, they simply get a better package elsewhere.
On the flip side, some companies invest in training for their ‘traditional marketers’ without considering that there are organizational elements of the business that need to change as well.
Add to this a market that constantly evolves and the resistance to change most people have and you have a heady concoction of failure.