Branding Mag (rightly) calls "shenanigans" on what feels like every company embracing the concept of "purpose" as a driver in their marketing. To the author's eyes, it is obviously self-serving and has been used to the point of uselessness. That's not good news for us employer brander folks, many of whom rely seriously on the concept of "inspiring purpose" in their EVPs (I mean, now many times in one newsletter am I allowed to use the term 'over-indexed' before this thing gets silly?). But there's some good, news, especially for brands who aren't just slapping a fresh of coat of "purpose" in the brand as the solution d'jour. Defining and proving how your company is trying to create a change in the world is the first step. Get it right, make it real, or just don't both.

Case study: Cisco reinvents its employer brand around the concept of trust.

Tim Sackett asks a pretty controversial question over on his blog: Should companies disclose their political leanings? Tim makes good points that just because a business might lean liberal or conservative, that doesn’t mean everyone does, or even that it’s a critical component to the employer brand. My take is simple: if it matters to leadership and staff what the political identify of an organization is, and it’s not exclusive of talent from other perspectives, there’s no reason not to talk about it. But in this day and age, where “wearing a mask” is seen as somehow “political,” the return from such a position is likely very very weak (if not completely counter-productive).

Google’s Official Digital Marketing Publication. The new normal requires brands to continuously evolve and change through action. We’re here to help.

It’s nice to see an article admit that everyone offers a competitive salary, benefits, opportunities for growth and flexible working conditions. So what happens next? What happens you have to build an employer brand beyond that?

If you see employer brand as crafting the rosiest picture possible around a company, the safest play is to write great stories to paint that picture. Done right, using text primarily to talk about your brand can hide a multitude of sins, effectively letting a brander put lipstick on the proverbial pig. But a brand isn’t just (or even) the words you use. It is found in the actions of your company.

Employer brands can’t all be the same, so why are they all espousing the same ideas. They all seem to care about opportunity, and innovation and caring for their employees (in the same kinds of ways). So I love that Coinbase is taking a (very sharp) turn. They are very publicly rejecting the idea that companies have to take a stance on social good. It’s not that I don’t think companies shouldn’t care about social good, it’s that I love when a company is willing to do something different. The best part is that they didn’t dictate the position to the world, they gave staff a chance to jump ship as the boat changed course.

Want to show that you “get it” when it comes to the new world of work? Stop treating working parents like an aberration and build team culture around them. This isn’t just being cool when a kid needs a snack in the middle of the zoom meeting, but assuming flexible schedules are the norm, that maybe meetings can be a little shorter with built-in break between them (instead of back-to-back-to-back) and that there’s value in not looking at a screen for.a few minutes every hour. These ideas might be designed for working parents, but I can’t imagine childless workers wouldn’t find these changes incredibly welcome, too.