It wasn’t that long ago I read an article about prospective employers wanting new hires to have a high Klout score. And a professor at a major business university was implementing ways for his student’s to increase there online influence through Klout (increasing there score) Individuals are brands now, and depending on the amount of social prowess they have, it can really give mangers and employers some things they need to think about. This article speaks volumes of those concerns in a very intelligent way. What should companies do? Set strict social policies, or allow for employees to become brand ambassadors? This is a decision companies must face. But what do you do if your new hire is already a social media rock star? Read on.
Meet your newest management headache: the co-branded employee.
A growing number of professionals are using social media to build a personal, public identity—a brand of their own—based on their work. Think of an accountant who writes a widely read blog about auditing, or a sales associate who has attracted a big following online by tweeting out his store’s latest deals.
Co-branded employees may exist largely below the radar now, but that’s changing fast, and employers need to start preparing for the ever-greater challenges they pose for managers, co-workers and companies. Their activities can either complement a company’s own brand image or clash with it. Companies that fail to make room for co-branded employees—or worse yet, embrace them without thinking through the implications—risk alienating or losing their best employees, or confusing or even burning their corporate brand.