[...] weken geleden las ik echter in een blogpost van Jeremiah Owyang (Forrester) dat bedrijven vaak niet graag hebben dat hun medewerkers bouwen aan een personal [...]

[...] weken geleden las ik echter in een blogpost van Jeremiah Owyang (Forrester) dat bedrijven vaak niet graag hebben dat hun medewerkers bouwen aan een personal [...]

[...] How Companies Respond to the Risks of Personal Brands דרג את התוכן:0מומלץלא מומלץהוספת תגובה [...]

[...] of these pitfalls have already been fleshed out by Jeremiah Owyang: Risk 1: The personal brand is a cost to the company: Why let employees build their own brand on [...]

[...] Owyang blogged about how some companies react badly to their employees developing their personal brands. Fortunately, Weber Shandwick has no problem with people having their own blogs, Twitter, etc.; [...]

[...] How Companies Respond to the Risks of Personal Brands [...]

[...] This trend is one I’ve had a lot of fun mocking this past year. However, it’s a trend that will only accelerate as the social web becomes more common and corporations become more savvy in their adoption of corporation social media and their ability to affiliate themselves with disparate personalities and brands. [...]

[...] Owyang has an overview of the different ways in which companies can respond to the personal brands of their employees in the social media [...]

[...] That said, Jeremiah Owyang tells us some companies can see a personal brand as a risk, and try to respond to them. [...]

And, as many folks indicated, personal brands can only make a company stronger. As has been said before, “Who wants to communicate with a Coke bottle?” People want real people behind a company.

[...] How Companies Respond to the Risks of Personal Brands [...]

[...] post was inspired by Jeremiah Owyang on the topic of personal brands within a corporate community. In some ways this is more an issue of individual popularity rather than a personal brand, but [...]

[...] brand kan door werkgevers als bedreigend worden gezien. Althans, dat is de boodschap die uit een recente posting van Jeremiah Owyang [...]

I feel a bit schizophrenic after building my own network of nonprofit movers and shakers who are on social media and now having to build it all over again with separate accounts that represent my organization. However, as Karl Long pointed out in a great comment above, it really is all about the networks. That is especially true in the nonprofit sector.

[...] of Social Media participants who are conducting self branding campaigns. Jeremiah Owyang posted an article about how corporations respond to employees who develop personal brands. Given that there are over [...]

If Forrester was paying you well, letting you have ample room to grow the company as well as your personal brand, and in general treating you as the reputable adult you are… why would you ever leave?

Employees, personal brand or not, leave because employers fail them…fail to allow them to reach what the employee feels is his or her future.

Companies need to stop playing defense and play offense. If you have a franchise player (with a powerful personal brand) then feed them. If they want to be a rockstar, and they can be a rockstar, let them. Otherwise, someone else will. And then you as the company create the self fulfilling prophecy — the departure of your personal brand employee.

The worry that companies have about their people being poached due to their personal brand should make businesses more accountable for creating a great work environment and giving them fair compensation and perks.

In my own experience, the reason for wanting to leave prior jobs is because I was unhappy due to being mistreated and undervalued and not afforded the flexibility. The minute you start valuing your employees, letting them spread their wings, and setting up a plan for them to be rewarded, results come and businesses flourish.

Now, I do base that on my own experience with one PR firm and then leaving with one of the co-founder to start my current firm. We have profit sharing and some other perks like genuine flexibility that keeps morale high and motivated because if a client is happy the whole team will be rewarded due to our business model.

An excellent post a usual. One example of the 3rd Reaction is running right now on our blog http://blog.ripple6.com where we are running a series of videos of our clients talking about how they have used our products and the challenges have they faced in implementing social media.

Thanks,
Chris