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The Balancing Act of Creative Direction

The Journey Is the Destination

When I was studying fiction at San Francisco State University, I had a professor that used to say, “If you know exactly what you want to write about, then why are you writing it?”

It was a soft-ball criticism aimed at a particular kind of writer. Those that came in overconfident, inflexible, and usually with their entire story already mapped out beat for beat. In their rigid defense of what they thought the story should be, they missed the opportunity to truly discover what it is or what it could be. If there’s no journey of discovery, no unanswered questions in your mind, the story is over before it begins.

Creative Direction Is a Balancing Act

In the branding process, there can be a similar tension. Every client relationship is different, but there are times when someone will stake a firm claim in the ground and say, “Here’s what’s wrong and here’s how we fix it.” Agencies must then ask themselves a potentially tricky question.

What’s the true point of a branding project? Is it to create the best end-product possible or is it to give the client exactly what they asked for?

First things first, agencies should always strive to be good listeners. Communication can make or break a project, and no one wants to feel like they aren’t being heard. But as Senior Designer Robert Saywitz says, “It would be a great disservice to everyone involved if you didn’t try to elevate the client’s thinking, or push it into an interesting new realm. The key to creative exploration is that it’s anchored by a shared set of rules — whether that’s the creative brief, the brand strategy, or a trust that’s been established through an education of the branding process.”

Ideally, a client wants to hire someone who is smarter than themselves. They want someone who has the right amount of distance from the daily grind of running a business that they can provide some clarity and new thinking. “Making something exactly to specifications is fine, but it’s not exactly a great method for discovery,” continues Saywitz. “The best client-agency relationships are partnerships, and pure execution is not a true partnership.”

Vision vs. Trust

At the end of the day, the client is always right and they are the ones paying the bill. But the most fruitful and successful results come from a balance of vision and trust. The client should have a compelling vision for the present and enough trust to let you push that idea into the future.

To put it another way, you’re trying “to give the client what they don’t know they want yet,” says Senior Designer Beth Abrahamson, “and then show them why that’s what they want. As designers, we have to be both good listeners and innovators. We need to listen to what the client wants, and then innovate on how to get there.”

So, how do we get there? Check all your bases.

  • Aesthetics: How are you presenting yourself through colors, shapes, typography, illustration, and photography across all environments?
  • Discourse: How are you using language and stories to engage people in printed, digital, and personal communications?
  • Functionality: How are you streamlining and enhancing processes to create more pleasant and emotive interactions?
  • Associations: What ideas, people, and causes outside your brand will be used to evoke feelings and underscore the relevance of your business and brand platform?

The Power of Workshops

Remember, if the client asks for A, you better give them A — even if it’s on a spectrum that includes the more adventurous B and C. Innovate and iterate in equal measure. Always have your creative brief acting as a guiding star during your wildest explorations. And according to Junior Designer Keyoni Scott, never undervalue the importance of workshops.

“No matter the size of a project, workshops will always save you time in the long run,” says Scott. “It brings everyone together so they can get aligned, and creates a platform for other voices in the company to help shape the idea. Plus, it gives designers a better way to evaluate and refine work later in the process. When you both understand each other a little better, you save countless rounds of revisions later.”

Above all else, workshops are a time for discovery. When run properly, it can act as an effective sieve for your ideas. What’s working, what’s falling through the cracks, and what do we want to refine in the next batch? The mere act of hosting a workshop is an act that says you’re open to a breadth of possibility — even if it ends up confirming what you thought to be true.

Wants, Needs, and Everything In-Between

Play-Doh was first used as a wallpaper cleaner. The Slinky was meant to stabilize naval equipment on rough seas. All this to say, being too rigid with an idea can severely limit its potential. To borrow a phrase from the improv world, the perfect client-agency relationship is a game of “yes, and …”  Expand the line of thinking, foster effective communication, and encourage the free sharing of ideas. A contractor may give you what you want, but a great agency will give you what you need.

Emotive Brand is a brand strategy and design agency in San Francisco.

CEOs: Building Trust and Living Your Values

The Truth Is Always Trending

Good relationships are built on trust. Whether it’s between romantic partners, brands, customers, or government agencies, trust is the currency rate by which messaging is valued against. So, how much is your word worth? In today’s hyper-polarized landscape, it really depends on who’s speaking.

In fact, the world is moving apart in trust. According to the 2018 Edelman Trust Barometer, “In previous years, market-level trust has moved largely in lockstep, but for the first time ever there is now a distinct split between extreme trust gainers and losers.”

No market saw steeper declines than here in the United States. The U.S. saw a 37-point aggregate drop in trust across all institutions. After all, this is the era of fake news, social media bots, and a react first, research later mentality.

For the first time in Trust Barometer history, the least-trusted institution was media. That also includes social media, platforms, and search engines. Yet, perhaps surprisingly, voices of expertise are now quickly regaining credibility. And that’s great news for CEOs.

Value Your Values

As trust in large institutions fades away, CEOs have the opportunity to establish credibility for their brand. How can they do this? For one, they can start by living their values.

Take a look at Delta Air Lines. In the wake of the deadly Parkland shooting in Florida, activists online began pressuring companies that offered discounts to the National Rifle Association to sever their ties. Delta, along with others, chose to end their relationship with the NRA. Naturally, the political right responded with proposed boycotts, canceled memberships, and in some cases, threats of physical violence.

As a result, Delta faced a decision that many brands in this politicized, post-capitalist whirlwind must face: Take a stance and potentially divide your customer base in half, or remain neutral and try to appeal to everyone? Delta doubled-down.

“Our decision was not made for economic gain and our values are not for sale,” CEO Ed Bastian issued in a company-wide memo. “We are in the process of a review to end group discounts for any group of a politically divisive nature.”

Our values are not for sale. Delta may take a financial hit in the short term, but when a brand demonstrates consistent behavior and a purpose beyond profit, it’s going to excel in the long-run. That’s how you build trust. That’s the power of values-based decision making. It’s okay if your values don’t match up with everyone. Those who agree with your views will follow you with a renewed dedication. As we’ve said before, if you’re for everybody, you’re for nobody.

Trust the Process

We really can’t say enough about trust. We’ve written about the trust economy, how brand purpose drives trust, the need for trust with your employees — and there’s a good reason we tackle this topic from so many angles. While trust will always remain supreme, the way people define it is always changing. Just take a look at this timeline from the Edelman report.

Establishing long-lasting trust can feel like trying to hit a moving target. As we parse through the statistics, here are some insights and implications for today’s CEOs.

Insight: 56% of people believe that companies that only think about themselves and their profits are bound to fail.

Implication: Your company doesn’t have to be an NGO to think outside itself. Providing transparency in the supply chain, supporting worthy causes, and demonstrating diversity and gender equality in the workplace are all ways of elevating a brand’s trust.

Insight: 60% of people believe that most CEOs are driven more by greed than a desire to make a positive difference in the world.

Implication: You must have a clearly articulated purpose. Here’s the thing about core values: they will still be there if the market shifts or customer preferences change. Hence, brand purpose becomes the anchor that keeps the ship afloat, even as the seas churn.

Insight: 64% of people believe that CEOs should take the lead on change rather than waiting for the government to impose it.

Implication: To employ some bumper sticker logic, be the change you want to see in the marketplace. Warby Parker didn’t wait for customers to get better healthcare, they responded with the Buy a Pair, Give a Pair program to give people the gift of sight.

In the battle for trust, the truth is not self-evident — but CEOs have the opportunity to make it so.

Emotive Brand is a brand strategy and design agency in San Francisco.

Are the “Best Places to Work” Really the Best?

The Clout of the “Best Places to Work” List

Companies like Fortune and Glassdoor have been dedicated to naming and honoring the ‘Best Places to Work’ for more than 10 years. And these awards have gained more and more clout with time. Much like colleges treasure their rankings, workplaces hold these awards like badges of honor.

The ‘Best Places to Work’ emblem is hung from work walls, integrated into recruiting and new hire materials, pushed on social media, and celebrated by the press, employees, and company executives alike. Our work building employer brands with companies looking to attract the best talent out there has showed us first-hand how much businesses today really value these rankings.

And for good reason – as a group of people who believe meaningful brands must be built from the inside out, we’re all for the pride. Focusing on culture and employee fulfillment, satisfaction, and happiness is key to building a business in the right way. The question is: What story do these rankings tell? Is it the whole story? And just because a workplace is deemed one of the ‘Best Places to Work,’ should recruits be jumping on the celebration wagon and signing contracts just like that?

First, Let’s Look at the Patterns

When you look at the companies who make the cut, yes, a bunch are big brand names you’d expect on the list. But many are less expected. So what ties them all together? Here’s what we noticed when we dug deeper.

1. They Lead with Purpose:

These are companies who are clear, aligned, and proud of who they are, what they stand for, and what they care about. Leaders have a vision for the future that everyone shares. The brands help employees live by the mission of the company every day – something we’ve always believed defines successful business today. Purpose-led companies who integrate purpose into their culture inspire and empower their employees to move the company forward in a meaningful and sustainable way.

2. They Offer Opportunity and Growth:

These are workplaces that celebrate employee accomplishments, foster a growth-mindset, work with employees to co-create the optimal work experience, and motivate employees to set high goals and help them actually meet those goals. This helps employees build a more meaningful relationship with their work along the entire employee journey. Above all else, employees feel as though they are invested in and valued – that people want them to grow, learn, be challenged, and succeed.

3. They Behave with Transparency:

Saying you value transparency is no longer enough. You have to live it – and not just externally. What ties many of these ‘Best Places to Work’ together is their leadership. Leaders don’t work in silos – they share challenges and successes with employees, hold open forums, have open door policies, and embrace honesty (even when it’s hard.) And it’s this kind of transparency that drives employee trust.

4. They Listen and Adapt:

The power of listening is huge. Being a good listener as an employer means you can better build empathetic, meaningful, and productive relationships with employees. This requires humility from leadership and openness to new ideas, perspectives, and opinions. And in turn, listening to employees creates more creative, innovative, diverse, and open work environments. Employers who not only listen – but act on what they hear – are able to flex to changing demands of employees, stay relevant and meaningful to the people who matter most, and never get stuck in past best practices.

It’s important to point out that what brings the companies in these lists together isn’t solely perks and benefits. Yes, a lot of the workplaces on the lists give out a lot of free food. Even free concerts, gym memberships, the most cutting-edge health benefits…But benefits and perks only get you so far. They have to tie back to employees – their purpose, their goals, what helps them grow.

Forget About Benefits and Perks, “Best Places to Work” Is About Something More

Because ‘Best Places to Work’ is often used in recruiting it’s important to remember that making any list of great places to work isn’t enough. Potential employees and current employees need to understand why you are not only great, but why you are a perfect match for them.

The employees who are going to drive your business forward not only care that you’re a great place to work (sure, that might be a plus), but they also care about connecting with you. A good fit means that they understand and admire what you do and why you do it. They feel aligned and connected to your business because it connects to their passions, expertise, and ambitions. Your purpose is a purpose they want to latch onto.

Yes, from 1984 to 2011, those that won ‘Best Places to Work’ outperformed peers on stock returns by 2.3% to 3.8% per year. But that’s because they did more than just display ‘Best Place to Work’ on their walls – they lived up to it. They committed to their unique workforce and their careers. They committed to their community. And they helped their community commit to their purpose with pride. In the end, those might be more worthy causes than any award out there. That being said, we wouldn’t be surprised if you made the list if you did just that.

If you need help evaluating your workplace and what you offer employees, give us a call and we can help you build a more meaningful workplace that will help you drive your business forward.

You may also want to download and read The Meaningful Workplace which has been downloaded more than 7000 times.

Emotive Brand is a San Francisco brand strategy and design agency.

The Business Case for Trust: How Leaders Can Unlock the Full Power of Trust

Trust Pays Off

The business case for trust is straightforward and continues to grow. Each year, the data shows that companies with a culture of trust are more profitable than those without it. A culture of trust is not just a “nice-to-have.” It’s good business. Trust culture companies have outperformed the S&P 500 by a factor of three, and high-trust companies “are more than 2½ times more likely to be high performing revenue organizations” than lower-trust companies.

Why?

It turns out we come with an evolutionary hard-wired attraction to people we can trust and a visceral aversion to those we don’t.

People are drawn to and prefer to do business with organizations that have earned their trust, which results in greater productivity, higher sales and wider margins. Trust attracts and engages people, says David Rock who focuses on applying neuroscience insights to management. In SCARF: A brain-based model for collaborating with and influencing others published by the NeuroLeadership Journal, he lays out not just the benefits of trust within an organization but a framework for establishing and building it:

“Indeed, the ability to intentionally address the social brain in the service of optimal performance will be a distinguishing leadership capability in the years ahead…

The impact of this neural dynamic is often visible in organizations. For example, when leaders trigger a threat response, employees’ brains become much less efficient. But when leaders make people feel good about themselves, clearly communicate their expectations, give employees latitude to make decisions, support people’s efforts to build good relationships, and treat the whole organization fairly, it prompts a reward response.

Others in the organization become more effective, more open to ideas and more creative. They notice the kind of information that passes them by when fear or resentment makes it difficult to focus their attention. They are less susceptible to burnout because they are able to manage their stress. They feel intrinsically rewarded…If you are a leader, every action you take and every decision you make either supports or undermines the perceived levels of status, certainty, autonomy, relatedness and fairness in your enterprise. In fact, this is why leading is so difficult.”

Building Trust Starts with Behavior

In business, leadership behavior is what matters. The actions of leaders shape expectations. Each decision and action either reduces or builds trust.

We’ve consolidated the factors that build trust from a review of management literature. Through our analysis we found a consistent set of behaviors that trusted leaders demonstrate.

Clarity and transparency: People trust the clear, and mistrust or doubt unnecessary complexity. Be crystal clear about your purpose, expectations, and priorities. Tell the truth in a way people can verify. Be authentic and lean in on disclosure.

Empower with empathy: People learn to trust those that operate beyond their own self-interest; that show respect for others’ points of view, skills and expertise. People want to be great. Tune in to their abilities. Be the leader that lets others be great.

Consistently demonstrate integrity: People notice those who do the right thing for the right reason. Be true to yourself, your purpose, and your values.

Keep commitments and contribute: Few things build trust quicker than actual results. At the end of the day, people need to see outcomes. Empathy and integrity aren’t enough, unless combined with delivering on commitments. Be the most useful person in the room. Be consistent delivering results.

Keep current: People have confidence in those who stay up to date, relevant, and sharp. Stay curious and keep learning. Be an enthusiastic teacher and learner. Be known for seeking out new ways of doing things, ideas, and trends.

Be open and cultivate connection: Trust requires a relationship, and it is through its relationship with you that your team expresses its trust. Openness is essential to build these relationships. If people can’t get to know you, then they probably can’t get to trust you, either. With openness comes the requirement for a certain vulnerability.  Be available and present. Be the type of leader that ‘puts yourself out there’ and make the first move to make a connection.

Trust Takes Time

“Every action you take and every decision you make either supports or undermines the perceived levels of status, certainty, autonomy, relatedness, and fairness in your enterprise.” – David Rock

So take it one moment at a time. Trust can’t be built overnight. It requires time, effort, focus, and consistency. Inspiring trust requires authenticity and effort. But if you think of these elements as skills to work on and challenge yourself to think of every action or decision as an opportunity to demonstrate one or more, you will be on your way to building trust that will drive results and improve both the top and bottom lines.

Emotive Brand is a San Francisco brand strategy agency.

Brand Purpose Drives Trust

Brand Purpose Drives Trust

How does brand purpose play into building trust? As customers become more connected, more involved, and more engaged than ever before, it becomes more and more difficult for brands to earn their trust. And this trust is key to successful business today. High-trust companies “are more than 2 ½ times more likely to be high performing revenue organizations” than lower-trust companies.

One of the strongest drivers of trust today is purpose. People want the brands they buy from and the businesses they support to work in line with their values, goals, and greater aspirations for the world as a large. A good product is no longer enough. It’s about what the product stands for – what the greater brand represents. That’s why brands that commit to authentic, transparent CSR, meaningful innovation, and lead with purpose are outcompeting their competitors.

Here’s what we believe makes a brand purposeful and trustworthy to consumers:

  1. Responsive customer needs and feedback
  2. High-quality products and services
  3. Treats employees well
  4. Places customers above profits
  5. Takes actions to address an issue or crisis quickly
  6. Practices ethical business
  7. Embraces transparency
  8. Communicates frequently and honestly
  9. Works to protect/improve environment
  10. Addresses society’s needs
  11. Positively impacts their local community
  12. Innovates of new products
  13. Respected and highly regarded top leadership
  14. Delivers consistent financial returns
  15. Ranks on a global list 1
  16. Partners with third parties

Asking Yourself About Your Brand Purpose

The problem is that sometimes business’s own brand behavior doesn’t match up with what makes a brand purposeful and trustworthy to the people that matter its business.

Addressing these questions can help align consumer’s priorities with you own – making your brand and business more purpose-led, more directed, and more strategic moving forward.

So take the time to ask yourself and your business:

  • How are the attitudes and behaviors within your organization pushing your brand up the meaning ladder through purposeful actions?
  • What’s driving the people who develop your products? What shapes the way your organization sources materials, manages, and recruits employees?
  • How do you positively impact the community, society, and the environment?
  • What guides the decision making processes of your top leaders and managers. How do leaders choose to connect with people inside and outside of the organization?
  • How do your customer service people converse with your customers? What tone do they strike?

Driving Meaningful Business Forward

Asking these questions can help you examine how your business is currently addressing these top concerns – guiding how you reframe the attitudes and behaviors within your organization and better address those areas where your brand purpose may be weak. Purpose points your brand in a new direction, inviting everyone to re-evaluate what they do, and how they do it. It adds more meaning to your business and creates the energy to transform the business in ways that matter most to people.

Emotive Brand is a San Francisco brand strategy and design agency.

Use Your Brand to Cultivate Customer Engagement and Reap the ROI

Customer Engagement, More Complicated Than That

When it comes to customer engagement, not all engagement is created equal. And despite some misconceptions, engagement is never a simple question of engaged vs. unengaged. In fact, customer engagement can’t be dictated by a single engaged or unengaged behavior. Understanding the value of a customer’s engagement can’t be boiled down to a  ‘like’ or a single purchase.

We define customer engagement as a set of behaviors. This means customer engagement is about the relationship between a customer.  So when fostered, the relationship can progress, develop, deepen, become more complex, and in turn, more valuable.

There’s a reason why businesses that are focusing on the most valuable engagement behaviors are reaping the benefits. These valuable behaviors include validation, sharing, asking, answering, and exploring. And strong efforts to deepen these types of engagement will lead to an increased ROI. But only for brands who do it right.                                                                                 

Why Feeling Connected is a Requirement

In order for people to engage in valuable ways, they need to feel comfortable and connected.

Many brands and their community managers place their strategic attention on making dissatisfied customers satisfied. As well as bringing new, unconnected people into their community. As a result, they neglect to focus on already connected but not yet fully engaged customers – a key group with big pay-off.

Research has found that businesses who are reaping the greatest ROI are focusing on already connected customers. This is because already connected customers are more likely to engage in the most meaningful ways – asking questions, adding to the conversation, and helping to build a strong culture aligned with the brand’s purpose and promise.

Brand as a Driver of Engagement

So use your brand to cultivate meaningful, valuable customer engagement that pays off for your business. See your ROI benefit by focusing on:

1. Messaging:

Clear, consistent, and emotive messaging sets the expectations of community engagement. This means customers will recognize you more easily. And since they get to know you, they will start to engage in more trusting, open, and relationship-building ways.

2. A connected target audience:

Knowing your audience helps direct efforts at those who will be the most meaningful and productive to engage with. So segmenting people into groups not only based on their levels of satisfaction and dissatisfaction, but on a spectrum of connectivity, can help a business recognize those who feel most connected to your brand. A strong brand will foster this group of people. These are the people who you want to focus engagement efforts on. They will be your greatest brand champions – delivering the most valuable insights, feeling connected enough to ask questions, and always helping to progress your business forward.

3. Putting emotional connectors to work:  

In our increasingly digital world, it’s easy for customer engagement to easily steer towards the ‘non-human’ and often consequently, the non-emotional. But emotional motivators drive consumer engagement. And a brand’s emotional impact has to ring true at all touchpoints in order for customers to reach peak engagement levels.

So a powerful emotional impact that is clearly articulated is key here. Create a strategy that clearly articulates this emotional impact and makes people feel ready and willing to participate in ROI-reaping engagement behaviors like asking questions. The level of engagement needed Q&A behaviors requires that customers feel emotionally engaged. Through validation and building culture of asking and answering, innovation thrives, customer expectations drive business, and the brand never lets the business fall behind.

4. Building culture and brand community:

Smart brands don’t expect a large ROI from engagement without focusing on readying the culture of their brand community for such valuable engagement. And this means building trust, connection, and openness from the beginning.

So leverage your brand to build a culture of asking and answering. This happens from the inside-out. Internally promoting a culture of asking questions can generate new ways of thinking, challenge long-held assumptions, break out of the box, and fuel real, transformative change for business. Help your internal brand lead by example and watch this kind of culture shine through. Since your internal culture acts engaged, your external community will be more likely to engage opening, and drive your brand forward.

Reap the ROI

The research speaks for itself. Gallup found that brands who are ‘fully engaged’ with their customers gain a “23% premium in terms of share of wallet, profitability, revenue, and relationship growth over the average customer.” In addition, HBR’s Constellation research determined that customers who are show high levels of engagement are “three times more likely to recommend or advocate a product or service to a friend.”

Increased engagement drives business value and can help your brand stand out. So use your brand to cultivate customer engagement. As a result, your customers will feel more connected, engagement will increase, customer behaviors will shift, and you will see your ROI benefit. By investing in customer engagement, you are investing in the lifetime value of your customers, and the future success of your business.

Emotive Brand is a San Francisco brand strategy agency.

The Need for Trust and Transparency with your Employees

Demands of Transparency

In many ways, we live in a time of extreme transparency. From product reviews and political opinions to knowing exactly what your coworker ate for dinner – not much is hidden. But with so much out there, people are more skeptical and less trusting, constantly questioning: What’s real and who can I trust? As a result, people are demanding more from the businesses they work for and the brands they buy from. People don’t want a sea of information and opinions. They want real, honest, authentic, and transparent brands that ring true at every moment.

The Need for Transparency with Employees

It’s no surprise that employees consider transparency within the workplace as one of the top factors determining happiness and satisfaction in the workplace. People don’t want to risk working for a company that isn’t transparent about what it stands for, where it’s headed, and how it’s going to get there – challenges, obstacles, and admittances included.

And although many businesses and their leaders may get away with not being transparent, more often than not, it’s short-lived. If business is good, people are less likely to ask questions. But in reality, however successful, every business runs into bumps along the road at some point. Markets shift. People make mistakes. Challenges and obstacles arise. Sometimes, things just don’t go your way. And often times, employees are left wondering: How did this happen? Why didn’t someone warn me? Should I look elsewhere? When leaders don’t focus on transparency, even a small blip can leave the people who matter to your brand feeling betrayed and lied to.

This is when transparency really starts to become an issue. So how do you turn around a brand that is having transparency issues? First off, transparency happens from the inside out. It originates with transparent leaders. In order to build a trustworthy brand, you need transparent leadership.

Transparency Takes Work

But being a transparent leader isn’t always easy. Many leaders don’t consider it a necessary aspect of their job. And even when they do, it’s hard to admit you’ve made a mistake, led people astray, or even, just need help. Oftentimes, leaders believe being transparent might distract from their power and control. Other times, leaders think it’s in the best interest of their employees to keep them in the dark. And for leaders who are used to keeping things to themselves, it’s hard to start sharing realities with employees.

Making this shift in behavior might not be easy, but in the end, transparent leaders who share successes, challenges, mistakes, and intentions help create brands that are perceived as truthful, trustworthy, and transparent. And these are the brands that can survive any blip in the road. What makes these brands so resilient?

Transparent leaders:

  1. Build long-term respect, trust, and loyalty. Employees respect and trust leaders who are real with them, even in the worst of times. People are more likely to come together and rally behind a leader they respect and feel has earned their loyalty and trust. Loyal employees are more likely to stick it out during rough times, celebrate during good, and be long-term advocates of the brand to the outside world. And in the end, employees are the most important brand champions you can have.
  1. Create more sustainable, efficient business. When employees are more aware of business goals and objectives, or even challenges, they can work from a place of complete knowledge. Feeling like everyone is in-the-know makes it more likely for teams to come together and solve problems in the most efficient, sustainable way. Leaders and employees become more comfortable sharing opinions, perspectives, asking for help, and taking educated risks if they feel like they work in an open work environment. This leads to increased productivity. It also leads to increased creativity. Productivity and creativity help move the brand and business forward.
  1. Promote an aligned and unified workplace. Transparency is a powerful unifier. Because it decreases the risk of misunderstandings, people are more likely to be on the same page and aligned behind common goals, values, and larger aspirations. Because there is no “hush-hush” or differing levels of feeling “in-the-know” amidst leaders and employees, everyone feels as though they matter and can have an impact.
  1. Decrease the risk of issues down the road. When employees trust their leaders and the direction of the business as a whole, there are less PR nightmares, social media snafus, and HR problems. People who feel like they are part of a brand that they can trust and that aligns with their values are more likely to have the brand’s best interest in mind. When recruiting, transparency can help find the right people to drive your business.

Conclusion

In the end, loyal and productive employees will be your brand’s biggest assets. When employees feel like they are a part of a brand that has earned their loyalty, customers will feel this too – from the way employees interact with customers, to what they post on social media, or how they talk with brands about their work. All these moments matter, especially when trying to turnaround a brand with previous transparency issues.

Brands that want to build a transparent, unified, trustworthy brand need to start from the inside and move out.

When leaders are transparent, your people thrive, and as a result, your business will too.

Emotive Brand is a San Francisco branding agency.