Do you know your organisational identity?
Knowing what your organisation stands for is critical to success. Your organisational identity defines who you are, what you do, and how you do it. It sets you apart from your competitors and tells your stakeholders what they can expect from you.
In this blog post, we'll explore an organisation's identity and how it can be used to create a solid and differentiated brand. We'll also speak about the benefits this brings to the organisation and its stakeholders, along with various considerations that must be made when developing an organisation's identity.
What Is Organisational Identity?
Organisational identity is how the organisation wants to be perceived by its customers, employees, shareholders, and the general public. It can be reinforced through marketing, PR, and even the design of office space and dress code.
With the growth of social media, organisation identity is now also shaped by how a business presents itself online. This can include everything from the tone of voice used in tweets and blog posts to the design of the website and customer experience.
Having clarity on your EVP (employee value proposition) is crucial. This will boost your employer brand, making it appealing to both potential and current employees. The EVP is the package of opportunities, benefits, and perks, that an organisation offers its employees.
After all, when attracting top talent in tech, it is important to walk the talk when you declare that your business is a great place to work at. Your employer brand should embody your organisation's identity through values and culture.
What To Consider When Defining Your Organisational Identity
From the company history, you can identify key values that have been important in the past and continue to be so today. These can provide a solid foundation for your organisational identity and create a positive culture within the organisation.
Your business goals will also shape your identity, as you'll want to make sure it is aligned with your overall strategy. Finally, you need to understand your competitive landscape. This includes both direct and indirect competitors. By understanding who your competitors are and what they stand for, you can better position yourself in the market.
Connecting your organisation's identity and brand to retain and attract strong talent
When it comes to a small-medium enterprise that’s scaling its operations, it is essential to clearly understand the company’s identity underpins a solid and recognisable brand.
To retain staff and encourage potential talent, here are a few things to keep in mind:
The way the organisation is perceived externally will have an impact on recruitment. A strong and differentiated identity can help you attract top talent.
Your employees are your brand ambassadors. It is essential that they buy into and believe in the company's identity. This will help create a positive culture and ensure that they are representing the company in the right way.
Your organisation's identity should be reflected in everything you do, from your website and social media presence to the way you interact with customers. Consistency is key to building a strong brand.
By taking the time to define your identity and ensure that it is reflected in everything you do, you can create a differentiated brand that will help you attract top talent and build a positive culture.
Conclusion
Following the above tips when defining your organisational identity, you will be well on your way to developing a strong and recognisable brand. Keep your target audience in mind when creating your identity, as this will ensure that your messages are properly aligned with their needs and interests.
With a strong organisational identity, you'll be able to effectively communicate who you are, what you do, and why you're the best at what you do.
Feather Grey Consulting have years of experience in building high performing teams. Don’t hesitate to contact us to help you find the right candidates for your business.