Privacy will be a big theme in 2018. If you’ve not yet come across the General Data Protection Regulation (GDPR), where have you been hiding? The regulation will come into play in May 2018 – and if privacy and data protection wasn’t already all people could talk about last year, then just you wait for the explosion this year!
GDPR brings a host of challenges for businesses – particularly for marketing folk. But I won’t go into that now, we’ve already covered this in a previous blog post which you can read here.
But one consequence of GDPR is that people will become more aware of the protection of data and their privacy – which has already started to result in people losing trust in some of the major technology providers.
We are not far off a major breakdown between consumer-business relationships at the rate we’re going. Last year Uber was hacked and hid it, YouTube allowed sexualised remarks to be left alongside content featuring children, Google was sued for gender discrimination and that’s only a handful of last year’s scandals in the tech sector.
Big players can just about ride out this type of negative attention due to their dominance of the market – although many responsible companies have responded and changed in response. But what would happen if this was an attack on one of the smaller challenger brands? It could be their ending.
Internal culture is becoming part of a brand’s identity. For a long time now, sites like Glassdoor and social media have given outsiders an inside view of a company’s ‘employer brand’ and culture. But culture hasn’t been exposed in the way we’ve seen it in 2017 – people have actively ‘outed’ poor behaviour and we’ve seen boycotts of services (like brands pulling ads off YouTube) and regulators swoop in (European demanding fair taxes from Google, Facebook and Amazon).
For transparency to work, brands must work on what they deem is the right internal culture because it will live on outside the company. If the marketing team hasn’t spent considerable time with HR in the past, then it’s time to start now.
All employees and all customers are advocates of some kind, whether good or bad. HR and marketing must work together, not just at a tactical level to engage these advocates, but at a strategic one, especially given the incredible harm bad advocates can have on a brand.
Alongside HR, marketing must monitor how the company operates and keep a firm hand on the tiller. More than ever before, the inner workings of a company are projected externally – either through social sites like Glassdoor, or more simply, the way that staff talk to customers, partners and each other. This makes it far more important that HR and marketing are on the same page to ensure alignment in the way they engage advocates. And today, every single member of staff is an advocate. This is especially important if there is a cultural change – and if there’s resistance – marketing must help to mitigate that, which often means working very closely with the senior management team.
In a competitive talent market, HR teams and business leaders will have been busy building their employer brand, but in 2018 it’ll be about building employer trust. There are a number of surveys and studies which show the impact of a bad employer brand – mostly focusing on the consequence of your talent acquisition with higher costs to recruit and candidates turning down roles at companies with a bad rep. But in today’s world the impact of a bad reputation is so much higher, as we saw with the Uber and YouTube boycotts.
Marketing has an inherent skill in building trust. With HR, marketing becomes fundamental in navigating the company during this new era of trust. And customers and employees will demand proof of this trust – regulations like the GDPR will make sure of that!
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