Comments on: EmployER Branding vs. EmployEE Branding http://AuthenticOrganizations.com/harquail/2009/06/24/employer-branding-vs-employee-branding/ aligning identity, action and purpose Mon, 30 Apr 2012 19:25:33 +0000 hourly 1 http://wordpress.org/?v=3.3.1 By: Jody Ordioni http://AuthenticOrganizations.com/harquail/2009/06/24/employer-branding-vs-employee-branding/#comment-2312 Jody Ordioni Sat, 12 Dec 2009 13:43:48 +0000 http://AuthenticOrganizations.com/harquail/2009/06/24/employer-branding-vs-employee-branding/#comment-2312 Your post was a thoughtful read. While we can agree to disagree on the fundamental difference between EmployER and EmployEE branding (in fact, I contest that there is really only 1 brand), I was happy to see your mention of Google's sliding popularity as an Employer of Choice- an index I've had my eye on for exactly 1 year. http://brandemixblog.blogspot.com/2008/12/good-brand-and-ugly-employer-brand-vs.html Your post was a thoughtful read. While we can agree to disagree on the fundamental difference between EmployER and EmployEE branding (in fact, I contest that there is really only 1 brand), I was happy to see your mention of Google’s sliding popularity as an Employer of Choice- an index I’ve had my eye on for exactly 1 year. http://brandemixblog.blogspot.com/2008/12/good-brand-and-ugly-employer-brand-vs.html

]]> By: Joseph Logan http://AuthenticOrganizations.com/harquail/2009/06/24/employer-branding-vs-employee-branding/#comment-874 Joseph Logan Thu, 25 Jun 2009 07:34:10 +0000 http://AuthenticOrganizations.com/harquail/2009/06/24/employer-branding-vs-employee-branding/#comment-874 Very helpful distinction. It occurs to me with my orgtheory lens that EmployEE choices are very much at the micro-level, primarily (of course) the individual level: the realm of motivation. EmployER choices are approaching macro, largely at the level of structures and culture, the former being far more receptive to top-down change. To the degree EmployER and EmployEE mesh or clash, that engagement would seem to occur at the level of group relations, being played out in leadership, relationships, and approaches to task. So what, one might ask? Well, the "so what" for me is that (to your point), these approaches are built in very different foundations and meet in yet a third place where power, politics, and vision play out. An employee undergoes three types of definition or identification, while the organization has one to two, and far more power to exert its norms--more still when those individuals who toe the party line exhibit those norms in group relations. Could be seen as cynical, but I see the interdependence requiring a level of self-awareness that is pretty rare in my experience. Perhaps it's an aspiration. Very helpful distinction. It occurs to me with my orgtheory lens that EmployEE choices are very much at the micro-level, primarily (of course) the individual level: the realm of motivation. EmployER choices are approaching macro, largely at the level of structures and culture, the former being far more receptive to top-down change. To the degree EmployER and EmployEE mesh or clash, that engagement would seem to occur at the level of group relations, being played out in leadership, relationships, and approaches to task.

So what, one might ask? Well, the “so what” for me is that (to your point), these approaches are built in very different foundations and meet in yet a third place where power, politics, and vision play out. An employee undergoes three types of definition or identification, while the organization has one to two, and far more power to exert its norms–more still when those individuals who toe the party line exhibit those norms in group relations. Could be seen as cynical, but I see the interdependence requiring a level of self-awareness that is pretty rare in my experience. Perhaps it’s an aspiration.

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