For the small teams who get stuff done.
Some of the most inspiring and passionate folks we work with are part of small teams… that’s because you need a higher level of passion and dedication to get things done as part of a small team.
Juggling multiple hats takes a toll, even when—especially when—you’re high-functioning and driven. It can lead to burnout and reduced productivity. I see you.
To keep those talented people on your team you need to find thoughtful and effective ways to support them.
1) Create clarity and manage the noise with imperfection.
Many hats means many inputs. Many inputs mean lots of constant noise. Both leaders and their teams benefit from clear communication and realistic expectations. When team members understand priorities and have a clear set of goals, they can apply their creativity to hitting the most important targets. It’s a great stress reducer, and common sense.
But what does it have to do with brand?
A brand is a big, complex system of words, images, colors, concepts, experiences and relationships. Pick your battles though. Understanding which parts of a brand are truly essential to maintain—logo, colors, key phrases, personality—and accepting slight imperfections will give your team more autonomy and efficiency for more wins.
2) Be smart about tech and outsourcing.
Small teams can significantly scale their impact by leveraging technology and outsourcing. Automating repetitive tasks with software tools can free up valuable time for more strategic work.
Outsourcing specialized tasks, like design production or digital marketing execution, can lighten the load as well, allowing focus on primary responsibilities.
But be careful of overextending it—adding a whole roster of external collaborators can lead to death by a thousand cuts, where you’re trading a million meetings for a million tasks.
One solution is to establish a relationship with a brand strategy partner that can take on that oversight role and give you back the time to focus on what is truly strategic. This also creates essential continuity and consistency of brand experience across multiple vendors.
3) Build internal brand love.
Small teams are inherently asked to bring flexibility to their work. Your leadership team should reciprocate this by promoting work-life balance in real and practical ways.
Offering flexible work arrangements, like remote work or flexible hours, can help reduce burnout and keep balance during high performance periods.
But branding is also an essential tool for improving overall team wellbeing.
Research has shown* that a feeling of belonging and purpose alters the way we experience effort and stress. Meaning matters very much to our wellbeing. Companies with strong internal branding have 36% higher levels of employee engagement.
This creates a positive work environment and also creates advocates for the brand that will fly your flag and help you grow that will amplify marketing and recruiting efforts.
What do you think? Do you have leadership or coping strategies for your team? I’d love to hear them.
* Here is some research that shows the power of internal branding to positively impact employee productivity and well-being:
Internal branding positively influences employee engagement and satisfaction: A study published by the Institute for Public Relations found that internal branding efforts, when focused on communicating an organization's ethics and values, enhance employee satisfaction and engagement. This, in turn, boosts employees' perception of organizational support and their contributions, fostering a more attractive workplace (Springer) (Institute for PR).
Mediating effect of affective commitment on employee engagement and satisfaction: Research conducted within the BPO sector in India revealed that internal branding significantly boosts employee engagement, job satisfaction, and affective commitment. The study demonstrated that affective commitment mediated the relationship between internal branding and employee outcomes, showing a clear link between internal branding efforts and improved employee well-being and productivity (Emerald).
Internal branding's role in improving organizational resilience and performance: Research on organizational branding emphasizes that internal branding, by enhancing employee commitment and involvement, not only improves employee well-being but also supports financial performance and the development of competitive advantages. Strong internal branding fosters positive employee attitudes and behavioral intentions, which lead to better organizational outcomes (Springer).
