Just a few years ago, ESG was mostly seen in investor reports and CSR strategies. Today, it’s becoming a language of values – one that younger generations of employees understand and expect. Why does how a company acts sometimes matter more than what it offers?
Just a few years ago, ESG was mostly seen in investor reports and CSR strategies. Today, it’s becoming a language of values – one that younger generations of employees understand and expect. Why does how a company acts sometimes matter more than what it offers?
Just a few years ago, ESG was mostly seen in investor reports and CSR strategies. Today, it’s becoming a language of values – one that younger generations of employees understand and expect. Why does how a company acts sometimes matter more than what it offers?
The modern job market is no longer just a space for employment – it’s a dynamic ecosystem where a company’s identity and the identities of its employees are closely intertwined. More and more often, we hear about the power of a personal brand – when developed consciously and authentically, it not only strengthens an employee’s professional position but also has a real impact on the image and recognition of the organization (employer brand). It’s no longer about which is more important – employer brand or personal brand. Today, the key question is how to combine them so they reinforce each other.
Just a few years ago, employer branding was the domain of large corporations.
Today, more and more small and medium-sized enterprises (SMEs) understand that it’s a necessity.
Just a few years ago, employer branding was the domain of large corporations.
Today, more and more small and medium-sized enterprises (SMEs) understand that it’s a necessity.
An increasing number of organizations are starting to understand that true care for employees’ well-being goes beyond fruit in the kitchen or a sports card – it also involves mental health, a sense of security, and emotional comfort.
