The words “brand” and “branding” are so often used interchangeably with “marketing” and “logo” that it’s easy to feel befuddled by the difference. So, what’s the actual difference between your brand, your marketing and your logo?
Of course we care about our clients, but are they feelin’ it? You may think you are doing a great job of appreciating clients, but consider this disconnect: According to a Harvard Management Update generated by Bain and Co., 80 percent of companies believe they deliver a superior customer experience, but only 8 percent of their customers agree. Obviously, it’s time to consider some appreciation tactics.
You might experience a scenario like this at the office: A colleague, boss or employee is incredibly gifted; they are technically skilled, knowledgeable, strategic and very smart. But a frustrating paradox is that they are terrible communicators: unable to take on other’s perspectives, constantly interrupting and long-winded, putting themselves ahead of others, defensive, inflexible, emotional — you get the drift.
Mention “office party,” and someone is going to have a juicy story, usually involving alcohol-impaired behavior. But according to local experts, your company’s holiday party doesn’t have to be a date that lives in infamy.
According to a recent article, millennials are not frugal when it comes to company cash. Recent research shows that millennials spend more money on business trips than either gen X or baby boomers — on costly expenses ranging from flight upgrades to hotel room service.
In the coming months, Chris Johnson will ask a lot of his employees, whose average age is just 24 years old. He expects to do $30 million in retail sales this third year of manufacturing, recently signed a powerful licensing deal with Disney’s Marvel, and plans to expand from the four products currently on shelves to more than 100 next year. But Johnson’s hiring strategy emphasizes passion over experience, something he says his team has in spades.
Traditionally, the path from law student to full-fledged lawyer has been fairly straight-forward: A student starts out with a summer internship at a law firm, graduates and passes the bar exam, then gets hired at a law firm. In a secure and supportive work environment, law graduates can make good money, meet professional mentors and learn the skills required to be a real lawyer. This is the standard route, the one most students embark on every year. But more graduates like Alexandria Goff are choosing to buck tradition in the name of independence.
I am currently handling a nasty investigation into bullying and harassment at my company. What do I do after the investigation if all parties remain with the company? The relationship has broken down — do we just have to move the employees? I think it’s too late for mediation.
Studies show that the problem isn’t bad workers as much as bad bosses, who aren’t just a nuisance — they’re expensive. They cost a company productivity and turnover. Yet for some reason they’re being hired again and again. So why are we so rotten at hiring leaders, and how can we change?
Make no mistake: The Capital Region boasts some of the nation’s finest colleges and universities. Many a regional leader is a proud alum of UC Davis or Sacramento State. Yet in 2015, it might behoove us to ask some scary questions: Does a 4-year college degree guarantee a good job? If so, can that good job be reconciled with the staggering debt that currently accompanies a college diploma.