Connect your corporate identity triggers to your brand

Sole proprietors or marketing executives in corporations bring their personal preferences to the brand party. Unfortunately, this isn't always the best thing for the company.

There's no question that the like or dislike of a brand is a subjective situation. Burger King ads continue to drive me around the bend with their lack of brand consistency. But then again, I'm not their audience. They are trying to deliver to young men (neither of which I am). I am concerned that they think young men are stupid, but I'm sure they have some research to prove their point.

But liking or disliking a brand's colours, for example, may affect whether customers will give them their business (which is why Burger King is suffering from closing franchises in Canada and has been for years). So when sole proprietors or marketing executives start to take the brand personally, they are setting themselves up for failure.

Let's remember, first of all, that brand is not just your logo and tagline. It's everything that touches your customer. And that's where your corporate identity triggers come in.

Corporate identity triggers are those values that your existing customers speak about when they refer you to others. They are those values that your internal staff recognize as your unique difference. If you are a new business, your corporate identity triggers can be found from your most successful competitor.

These words and phrases - the corporate identity triggers - can take brand development out of the world of owner/executive subjectivity and into a more objective place.

For objectivity to work, there has to be a process in place. Processes make the accountants happy so it can also lessen your push-pull with the money people who don't understand why you'd spend money on re-engineering or polishing your brand.

Processes also give you next steps, in a logical fashion. For many, brand development appears a slap-dash, "I liked this colour that day" sort of thing. But there is a psychology behind brand development and to get there, your corporate identity triggers are your guide.

If your business isn't performing the way you thought it would, it may be your brand has disconnected from your customer. Or from your internal staff, which can be an even bigger problem.

Marketers and their creativity have led many down the garden path into a swamp. But with a tested process in hand, that garden path could lead to success.

Customer service - Death of a salesman

I received an interesting phone call from a fellow this week. He wanted training in communications for the purpose of getting a job in a store. In his interpretation, the majority of people working in retail customer service don't have any idea about proper language and the ethics of selling.

With my experience as a shopper, I unfortunately have to agree with him. Customer service clerks, or associates as some big box stores like to call them, bring their own personalities into work rather than the personality of the brand for which they work. Or at least it seems that way.

When I go into a clothing shop and see the clerk behind the counter talking on her cell phone and chawing gum (yes, chawing, not chewing - there's a difference), I immediately know I'm not the most important thing in the store. And guess what? Whether it's me or someone else, the customer is the most important thing in the store. Not the cell phone, not your friends, not the gum, not even your lunch (regardless of whether your stomach is growling).

This is the piece that many retailers have forgetten. They may talk it up at staff meetings, but the follow-through is weak at best. And for those businesses that do understand and reward their staff for upholding the brand personality, you can feel the difference the minute you walk in the store. I'm not talking about the retailers that reward their staff with 'commission' on their sales (that just creates an attack mentality - see a customer and jump on them before any of the other predators who want the commission as badly as you do); I'm talking about retailers who hire the best, train them well and frequently, and reward them by letting them keep their job with some additional perks for a job well done.

Communication is the key element to this, both on the side of the employer and for the sales clerk (associate) who is the front line contact with the customer. If your communication is not respectful then you lose the opportunity to create a loyal employee or a loyal customer. I don't just mean just proper English (although I must say that this too is becoming a lost art) but also being respectful of how people want to hear you.

Training in how people process information and the elements they need in communication to really engage with each other can move employer/employee relations to a new level and can take your customer service and sales reputation to a whole new realm. And never forget, how you treat your employees and how they treat your customers is a direct reflection of your brand.

Training is an investment, not an expense.

Dazzling upholds its brand name!

Just a couple hours ago, I was a dinner guest at Dazzling Restaurant & Bar on King St. W in Toronto - the illustrious theatre district. Dazzling brings an interesting fusion to several Far East dining styles. From Dim Sum to Sushi, from Pad Thai to Salt & Pepper Shrimp, the creations at Dazzling were just that - dazzling.

It's easy to see how deciding to brand yourselves Dazzling could be a challenge waiting to happen. However, in this particular instance, it actually holds true. The decor is enchanting, the service attentive and welcoming. But the food - the food is what's truly dazzling about this restaurant.

As a long-time fan of ordering a salad and then select choices from the appetizer menu, Dazzling didn't let me down. And didn't let down my dining companion - one of the fussiest eaters I have ever had the pleasure of dining with. Everything from the salad and appetizer menu just sang of the care taken in the kitchen to bring these delectables to table.

The frontage of the restaurant doesn't give away a hint of the dazzlingness inside - even though the theatre district and its ever present lightshow might overshadow the concept of anything else being dazzling. Living up to the brand promise - and for me a restaurant is about the experience and the food - that's what Dazzling actually accomplishes. The smoked salmon avocado salad is positively genius, the detail of delivering a bowl of magnificently tender, warm edamame, and attentive staff that is just there when you need them - everything was what the brand promised.

Congratulations to Dave and his team for putting together a dining experience that makes a marketer (who was quite skeptical that anything deserved the brand Dazzling) get excited about how to take the elements of a word and turn it into something that tastes just as dazzling as promised.

And that's what good marketing is all about - keeping the promise that your brand offers. (And notice please Dave, that I never said a word about the creme brulee. . .)

Part II - Be careful how you say hello

Last week, I took a look at the dangers to your brand that a badly handled dismissal or layoff can create. This week, I'd like to spend a moment with how ignoring the importance of your brand when hiring new staff can have long term effects.

The brand outline is rarely one of the things that is contained in the welcome package for an employee (and some companies don't even have a welcome package and, okay, they don't have a brand outline either). New staff learn about the human resources policies, benefits packages and history of the company. But there is an absence of indoctrination into the brand and the importance of upholding it.

Lots of senior management believe that upholding the brand is the duty of the marketing department but in reality it's the responsibility of everyone who works at the company.

Basic brand ideas, such as the appropriate font for emails, can be shared with new staff easily. I've lost count of the number of emails I have received from customer service staff using wonky fonts. And the language in emails needs a certain tone depending on your business and your brand. There's a big difference in how the staff talks and writes at Virgin Mobile compared to a stuffy insurance company.

And then there's the evil creature - the PowerPoint presentation. When staff outside the marketing department are called on to do a presentation, their imaginations run wild. Colours, images and language that have nothing to do with the brand creep in; no one stops them because, as I mentioned, there is a belief that brand protection is the job of the marketing department. Heaven forbid one of these presentations gets out of the building and in front of the customer. Any strong brand presence is whittled away.

Your staff needs to be engaged with the brand and have enough knowledge of what it represents to uphold it. This includes not just the visual and verbal entities mentioned above, but the philosophy of the brand as well. Companies who have brand support throughout their staff are strong companies. And they're believable companies because their message never falters.

Be careful how you say good-bye

Companies expend a great deal of time and money protecting their brand in the public, but for many companies it is their internal behaviours that are the most dangerous. How new staff are greeted, and existing staff let go, have multitudes of impact on the perception of the brand.

A recent example is, of course, the automotive industry in Ontario. The lay-offs abound and some brand damage has been delivered to General Motors and Ford, among others. The important thing here is these companies put effort into minimizing the public effects of the lay-offs as best they can with great buy-out packages, paid new training for laid-off workers, minimizing impact through attrition and negotiating support with the government.

A disgruntled laid-off or dismissed employee has a huge impact on the brand. They all have families that are part of the experience, feeling the anger, humiliation and fear right along with the worker. And all those family members have extended families and friends that hear about the issues. All told, one worker can impact the brand attitude with over 50 people.

Companies in the financial services industry have varying levels of attention to how they treat workers. Many of these companies in Canada are out-sourcing support departments. (The financial services industry in the U.S. is just another story all together) How these out-sourcings are handled impacts the brand.

A positive example is Sun Life Financial. They undertook to save costs against their budget by outsourcing their cafeteria, fitness staff and print departments. There was fear among the employees as the negotiations took place, but Sun Life Financial minimized the impact with regular communication and assurances of protection for existing employees. When the outsourcing was implemented, the staff in each department were offered the opportunity to stay, have benefits and keep their seniority.

A not so great example is the out-sourcing of the mail room at Aviva Canada. The staff were informed of the negotiations last November and were promised protection. Suddenly just before Labour Day, a meeting of the mail room staff was called and they were all informed the department had been outsourced and their jobs at Aviva Canada would end in four days. So much for even an act of courtesy like two-weeks notice. Sure, they gave them a buy-out package including the two-weeks in lieu of notice (required by law), but these people were suddenly out of work - after understanding they would be protected. The next day, the outsourcing company, Pitney Bowes, arrived and offered the staff their jobs back, but at $10,000 a year less, with no seniority, no accumulated holidays and a three-month probation period. And they had one-day to decide if they would commit to this new job.

Aviva Canada was most pointed in informing the mail room staff that they would now be considered outside employees and would be treated as such if they should apply for a job with Aviva in the future. This after some of the staff had been with the company for nine years.

Now a couple of nasty brand things happened here. Aviva Canada's brand got nailed as being untrustworthy, secretive and uncaring. Pitney Bowes gets nailed as being cheap, uncaring and advantage-takers. It's not about the money and the 30% cut in pay most of the workers experienced, it is about decency and dignity. Giving these people only one day to decide if their future was tied to an advantage-taking company or tied to unemployment in a potential recession, fear would certainly win out. Perhaps this is good business strategy - trained workers at 30% lower cost - but it isn't even close to good brand strategy.

And if these companies think for one moment that the staff of the mail room didn't share their experience with their families, they are not thinking clearly. And what the family members do with the information - well, the company has no control over that.

Next week - be careful how you say hello. Yet another brand damaging experience.