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How to Build Brand Trust | Branding Recognition | Cleveland, Ohio
How to Build Brand Trust At GLS Group, we specialize in branding merchandise programs and employee recognition programs for companies. A major part of what we do is helping our clients build brand trust with their customers. Why is Brand Trust Important? Your brand is who your company is, and it is what people think when they see your logo or any part of your company. If you want to have a good relationship with your customers and your prospective customers, it is essential to have a strong, consistent, and reputable brand that people will trust! Five Effective Ways for You to Build Brand Trust: 1. The first way to build brand trust is to have a clear value proposition. That means to clearly tell your prospects why they should want to buy from you, what they can expect from you, and why youre better than the other companies out there. 2. The second way to build brand trust is through your content. You want to convey the benefits of your product rather than just all your selling
Why Your Brand's Voice is So Important
How Does Brand Voice Work? Brand values are what you are, but brand voice is how you say it. A strongbrand voice will really resonate with the customers that you want to keep that will be your forever clients. Moreover, yourvoice really impacts you, your employees, and your clients and their affiliates. Every single touchpoint with a company is included in voice. So, your brands voice is extremely important. Examples of Big Brands with Big Voices: Sharpie: Their voice is all about inspiring their customers to be bold, courageous, and permanent. Their word choice, their font, their color, theyre all very bold! Coca-Cola: You know youve got a strong voice if you can take a logo off of a piece and still know who it is. With this example, Coca-Cola uses their open happiness theme. Everything throughout this campaign has the same happiness voice. Chick-fil-a: Chick-fil-as voice is really mannerly. Most places when you say thank you, they say youre welcome. But, at Chick Fillet its
How Loyalty Programs Surpass Discounts
How Loyalty Programs Surpass Discounts At GLS Group, we specialize in helping employers and companies engage with their customers in order to retain them, attract new customers, and grow sales. A very common way many companies do this is with discounts. While there are many benefits of discounts, there are also multiple drawbacks. Why Companies Use Discounts Discounts seem to be a quick and easy fix that companies can use to attract a crowd. They are often used to entice new clients, for engagement, retention, to win back an old client, or to increase sales. However, there are a lot of pitfalls in using discounts. Why Discounts Hurt More Than They Help After so many discounts or coupons from the same company, the customers begin to expect them rather than think of them as a special treat. After a while, how often will these customers go shopping at this store without the coupon? Especially when they know that if they hold out a few days, there will be a new coupon in the mail. Moreover,
Why Try the Three Tier Approach
Why Try the Three Tiers of Employee Engagement Approach? Employee Engagement can be an enormous challenge for some employers, which can make or break the company as it really affects their profitability and success. At GLS Group, we have many custom solutions for your companys engagement issues such as a three-tiered approach to employee recognition. How Do the Three Tiers Work? First Tier: The Organizational Level The Organizational Level is the most personal form of recognition. It is a celebration of each individual person in the company. This level offers typical awards such as new-hire programs, retirement gifts, wellness incentives, and time for life events such as birthdays and marriages. This tier shows the company respects what matters to each person in the business. Second Tier: The Top Down Level The Top Down Level focuses more on what each employee is specifically contributing to the company. Likewise, the awards in this tier are manager driven awards that are designed
Why Merchandise Incentive Programs Really Work
Why Merchandise Incentive Programs Really Work Does your company have trouble connecting with all employees or are you experiencing issues when trying to engage them with the business? One of the most challenging jobs of any employer, business owner, manager, etc. is keeping everyone involved. GSL Group specializes in giving your team the morale boost they need! When Brand and Merchandise Programs Meet Recognition and Incentive Programs At GLS Group we have combined the power of merchandise programs and incentive programs to increase the involvement and engagement of not only your employees but your customers too! These programs are a simple and effective way to incentivize goals of improvement, discussion, and attendance. The Swag Shop Pop-Up One of our most influential programs is the Swag Shop, an incentive program specifically designed to increase engagement. The Swag Shop is an online merchandise shop that employees and clients can receive your branded goods in exchange
Why Brand Continuity is Important
Why Brand Continuity is Important Your brand is your companys distinguishing factor, your logo, your mark, your identifier, your brand is you! Your brand is what separates you from the competition and what keeps your customers loyal to you. The bottom line is your brand increases your companys profitability and increases customer engagement. So why would you want to change it Often times, a company wants to modify its logo based on personal preferences when in fact, they are actually damaging their brand. Branding needs to be consistent and easy to recognize as it makes potential buyers feel more at ease. People buy and use what they are familiar with and will second guess the things they arent 100% sure on. Purchase intention is directly tied to the buyers feeling of trust this will affect your profitability. How the Best Brands Do It The companies who have grown into recognizable brands have no trouble bringing in new buyers and keeping customers loyal. Apple Apple is one
Why Employee Engagement Really Does Matter
Why Employee Engagement Really Does Matter There are two big problems companies are facing today. One is profitability and the other is employee engagement (and productivity). These two things go hand in hand. When your employees are engaged, they are more motivated, productive and produce better work. This leads to better profitability over time. Employees Want Spontaneous Rewards 47% of employees want to receive rewards spontaneously. Everyone wants to be praised, but more than that they want to be recognized when they do something well. Its very important that these rewards are spontaneous or happen right after the good deed for it to leave a lasting impact. 38% of employees want to receive rewards in exchange for good work. Who doesnt? Remember that good work comes in all shapes and sizes and recognizing good work can go a long way in attitude, morale, and productivity. Rewarding in the Workplace vs. Rewarding at Home 52% of employees prefer to celebrate rewards with their
How to Create and Maintain an Intentional Work Culture
Few employees chose their jobs based on the companysculture, and it may be one reason most of themwill call it quits after a short time. The workplace cultureenormously influencesnot just employees job satisfaction andproductivity, but it also influences how they feel about their livesin general. These days, morecompanies are starting to recognize the power of culture, andare working hard to createintentional work cultures which will benefit both the businesses and those who work for them. WHAT IS AN INTENTIONAL WORK CULTURE? Just like any other group, abusinesshasits owncultureor unique ways of doing things. Workplace culture colors every aspect of how a company operates from decision making to interior design. The culture of a business often evolves without anydirect attempts to cultivate aparticular framework ofvalues and beliefs. While this natural approach may, on occasion,work at smaller companies wherethe majority ofthestaff members share similar mindsets, it typically fails
Why Your Company Should be Active in Your Community
Time is tight, and when youre barely finding time to run your business and see your family, it can be difficult to set aside time to volunteer in your community. However, there are true benefits both for yourself and your business when you give back it shows the community that youre about more than just profits, boosts awareness of your brand locally while also allowing you to inspire others with your leadership. That doesnt mean your business has to fund an entire home for Habitat for Humanity or donate a wing to a local hospital. Smaller acts of volunteerism are greatly appreciated and may offer more personal satisfaction. Heres why it makes sense to give back regardless of whether you are gifting others with your time, your talents or your funds. EARNING EMPLOYEE RESPECT Leaders who encourage others to give back to their community are seen in a more favorable light by their teams, ultimately leading to increased employee satisfaction. When your organization is fully committed to
Fostering Employee Trust Through Constructive Feedback
Workers often think of receivingfeedback from the boss as anegative experience. And although supervisors are well aware of the benefits constructive feedback can have on employees, they are hesitant to offer it in the workplace due to their fear of how employees will respond. This is a shame because when management uses feedback correctly, it is a great tool to improve connections among staff members and to build trust throughout the entire company. HOW TO GIVE MEANINGFUL FEEDBACK WITHOUT ALIENATING TEAM MEMBERS Supervisors can improve their feedback and without hurting their working relationships with staff members by following a few guidelines. Show you care about the employee.No one respects a person who doesnt genuinely care about them. It is critical to approach the process of giving feedback as an opportunity for the worker to improve themselves and make their job easier and more effective. If possible, avoid giving the employee a score, and focus the feedback on identifying
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