| | September 2023MANAGEHRMAGAZINE.COM9Who is responsible for communicating a new recognition of the organization? Marketing or Human Resources?>And so the company lost the opportunity to create a Brand Ambassador<Possibly when John returns home, his family will ask him what products the company where he now works sells, and yes, John will be able to answer that question, but he will never be able to delve into the advantages of those products or services, what values they transmit and why now he, his family and his friends should start using them. OK maybe John could work in a niche company, which could even mean that he can't properly explain what the company does.Don't talk about brands! Let's be honest, how many people from the accounting, logistics and even production teams don't know the company's product catalogue? Although this responsibility does not fall 100% on Human Resources, the first moment of contact may be the most crucial to be able to transmit the values of the brand and other important information. Institutional communication, the acid test.OK, at this moment you may feel sure that your company has the necessary protocols in hiring and training, but how do you feel about the Institutional Communication strategy? Perhaps this is the area where Marketing and Human Resources converge the most, for therefore, it may be the most exposed.Who is responsible for communicating a new recognition of the organization? Marketing or Human Resources? Or if we go deeper, who should make the "copy" of that communication?Regardless of how the workflow for this situation is defined, both teams will necessarily have to sit down to work and offer a standard communication that conveys the values of the brand and the key message. And without a doubt, this crude example is just the tip of the iceberg that is related to multiple documents and processes that we can ignore, but not establishing a correct internal communication protocol can generate a confusing internal and external message, which can range from the official templates for your presentations, to the use of logos on uniforms.If you think that this has been solved with an exclusive Internal Communication department, take this simple test. How many of your employees have the same signature format in their emails?Simple solutions for a long-distance relationshipThe joint work of Marketing and Human Resources will continue to be "uncomfortable" to a certain extent due to their distant or non-existent relationship, however, these simple tips will make them go from divorce to honeymoon.· Establish protocols in the recruitment and training process, to give applicants and collaborators the best experience.· Establish communication tools that help promote the image of the company and brands, such as brochures, templates or even samples.· Check the SEO of the recruitment site, maybe it is hindering or improving your web positioning.· See how you can contribute to the training to create internal brand ambassadors.· Validate that the institutional material is being used and distributed correctly.· Hold regular meetings to evaluate the communication strategy, events, materials, etc. that Human Resources needs.The main point will be that the marketing department should not only focus on transmitting its strategy to the sales team, but to the entire organization. Undoubtedly, Human Resources is a priority to strengthen the brand strategy, but the best gift that Marketing has is to think that your internal customers are also consumers with whom you must work and fall in love.
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