The Brand is Your Responsibility

We all know what a brand is. Whether its beer, a car, or a maker of industrial chemicals, each company's brand helps define the company in the market place.

As managers and employees, we are called to protect our brand vigorously, and insure that our work matches what our brand represents. However, many people don't understand how their actions impact their brand. Save $50 on Trademark text and logo search

Most brands aim to communicate quality, price, customer service, or some other differentiating characteristic. Below are some examples of how to protect and promote your company's brand.

1. If the company's brand emphasizes quality, managers in every department, from Finance to IT can remind their employees that their work should be of the highest quality. This commitment to quality mirrors what the company communicates not only to its customers, but also to its suppliers, partners and competitors.

2. If the company's brand emphasizes price, managers can encourage employees to find the highest value at the lowest cost where possible. Buyers should work with suppliers to insure value. The IT department can be encouraged to find the best freeware tools. However, don't focus solely on price, but on acquiring and using those things that make your business run most efficiently.

3. If the company's brand emphasizes customer service, managers can set up role playing sessions where employees act as customers, seeking service from the company. As employees experience what a customer experiences, they should be encouraged to make things better. Try RingCentral Fax FREE for 30 days

In each of the examples above, the simple focus of the brand can and should be demonstrated by all employees of the company. Focusing on and exercising the brand value creates market differentiation and thus competitive advantage in the market place. However, when employees lose brand focus, the market quickly recognizes it and customers begin looking at the alternatives. Brand protection and promotion is every one's responsibility.

How to Network Inside Your Company

Once you have been in a job some length of time, you generally have met people from different organizations who perform different functions from you. In some cases, the meeting is serendipity, or it is required cross-group teaming.

This type of networking is good for your career, and if properly maintained, can lead to new positions in the company and possibly promotions.

The best tools to network internally are organizational charts, corporate directories, and existing contacts. To use these tools effectively is not difficult. Need an easy online web conferencing solution without an installation? Try Dimdim, it's easy, open and affordable. Sign up Now!

Suppose you are interested in how the company markets itself. Start by asking your colleagues and management what and who they know about the Marketing team. If they don't know, consult the corporate directory for the names of Marketing team. If necessary, cross check with available organizational charts to determine if you are calling a VP or a peer.

Often a blind call to the target organization will yield new people to call or at least, a direction to follow. In general, people like to help others and most would be willing to put you on the right track. Additionally, people like to talk about what the do, so gather additional knowledge along the way.

Once you have identified a contact, arrange a phone call, lunch meeting, or just a simple email to introduce yourself and make clear your reason for contact. Be willing to offer your knowledge and experience to help the contact do their job better. Like any relationship, there has to be a give and take, so be prepared to give. Executives & Professionals: Changing Jobs?

As you repeat this process, not only will you learn more about your company, but also who pulls the levers of power. As you build and nurture relationships, you can consider new possibilities and ask you contacts for the inside track. Be ready to return that favor!

Finally, building your corporate network also allows others to see you as a point of contact for your group. When people begin to rely on you for information, it builds your reputation and influence. Increased visibility and a good reputation are two of the key ingredients to building a successful career. So, use the resources available and build your network!

When to Talk to Your Manager About Quitting

As you have read the posts so far, the topics of raises, promotions, and quitting (in general) have been covered. This post covers that gray area/time when you aren't sure whether you are going to stay or what to quit your current job.

Honesty is the best policy, but there is always discretion. If you are thinking about quiting, you better some darn good reasons and an escape plan prepared. Similar to asking for a raise or promotion, you need to clearly understand and communicate why it is that you are considering this fairly drastic change. It may be simple, such as you and your spouse are moving, or retiring. It may also be complex, where the topics are difficult to discuss. In either case, be honest, factual, but use discretion when necessary. As always, don't let your emotions get the better of you!

Before going in, you need to ask the following questions:

1. Have I talked about these issues or concerns previously, and had a plan to resolve them?

2. Are these issue quantifiable, factual, or emotional (job satisfaction)?

3. Have I done everything possible to resolve these issues, such as speaking with HR, peers, or mentors?

4. What are the minimum requirements for satisfaction? Are those realistic?

5. What is the final straw?

If you can successfully answer these questions, it is time to make an appointment with your manager and discuss them. Hopefully, your manager is aware of the issues and has been working behind the scenes on your behalf. Hopefully, you have been willing to be part of the solution and willing to compromise. This is going to be difficult, but it may reap great rewards.



To borrow a principle from Stephen R. Covey, be willing to accept that you may not be able to solve one or all of the problems at one time. By leaving that option open, you may have given your manager the leeway or time necessary to "make something happen." You may find when the stress of resolution is gone, new possibilities open up.

What happens when you have followed all of this advice and you just can't take it any more? Read my post called "The Graceful Exit."

How to Ask for a Promotion

Asking for a promotion is very similar to asking for a raise. It requires a compelling, fact-based case on why you deserve more responsibility and compensation. What makes a promotion different from a raise is that involves not just compensation components, but also organizational changes, which can be the tip of the iceberg. However, the most common reason one doesn't get a promotion is that it isn't earned.

A promotion can be defined as an increase in responsibility with a corresponding change in title and compensation. In many cases, the promotion is the next step in the chosen career path, or it may be move into a more responsible position in a different career path. Executives & Professionals: Changing Jobs?

The word most inappropriately associated with promotion is "deserve." One often hears, "I deserve that promotion." Really? Doubtful. Companies, particularly public companies, exist for the improved wellbeing of the owners(shareholders). The only thing employees are entitled too is fair treatment as defined by law. Does that mean employers have the right to treat employees badly? Absolutely not. To attract and retain talent, employers must provide above the minimum. Try RingCentral Fax FREE for 30 days

Unfortunately, in modern American culture, there exists an entitlement mentality. While working hard and "paying your dues" are good things, they are expected! To earn a promotion, one has to demonstrate capacity above expectation. So what does that mean?

Performing above expectation is not only meeting all targets and goals in a timely manner, but showing the initiative to do more. It is also exceeding targets and goals and adding to company's value.

If one can seriously and honestly consider the points above, and still think you should get a promotion, then go for it! Put together a fact-based presentation, schedule a meeting, and put it on the table. Don't be surprised if the answer is "no" or "not now," as the organization might require change, and that isn't taken lightly (or shouldn't be!).