Strategic consulting in this area

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This changed only in the 1990s, when the term internal and external employer branding was coined. Internal employer branding means building the company's brand as an employer within the organization's employees. They are the real ambassadors of the company and it is their opinion that echoes widely outside. Internal employer branding strives to ensure that the company is perceived by the employees it employs in the best possible way. Its main tasks include increasing the level of employees' job satisfaction and maintaining their loyalty and attachment.

To the company. It is a group of activities aimed at making employees feel good in a given company and perform their duties with full commitment and motivation. The most important tools that can help achieve this goal include: a fair reward and motivation system, a clear bonus photo editor system, a training system and assistance in improving the personal qualifications of employees, care for proper team integration and building an organizational culture. The basis for effectively implemented internal employer branding is listening to the needs of employees.



Only sincere and open communication, maximum simplification of bureaucracy and all HR processes is a guarantee of successful implementation of other tools. We already know what employer branding is. However, internal is not the same as external, aimed at job candidates. Internal employer branding activities at the most general level serve to better identify with the company and reduce employee turnover. From research on the so-called millennials show that they will endure a low salary or boring duties if the company has an interesting image.