Do governments need to have a good reputation? Reputation surveys are two a penny these days, but according to most such surveys on occupations in the USA or in Europe and probably elsewhere, politicians and government officials rank lower than used car salesmen.
This is not quite the same as saying that governments have a bad reputation, but clearly an appreciation of the reputation of government in general terms can be gained from some assessment of the politicians who aspire to government and the civil servants who work for it.
There is little to indicate that people have a consistent definition of what constitutes a good reputation. So, if a government is looking for a good reputation, what exactly should it be doing? My own first reaction would be to ensure that its hands are clean, that there is no corruption and no instances of unethical behavior in the actions of civil servants or their political masters. To be unfair about it, this has probably never happened in the entire history of the world.
But who actually cares if a government has a bad reputation if it is doing a good job for those who elected it (or even if they didn’t elect it?)

And where are we supposed to measure this reputation? If for example a government’s reputation is bad at international level among other governments, and if that same government is very popular at home, or if its actions and policies and approaches are approved of by its own people but not by those of other countries, then what is the reputation call?
And maybe the government wants to fulfill an international promise it made, for example at Rio 20 years ago. These actions may not go down well at home but they will be received well abroad. What is the reputation call on that?
For congressmen or other elected parliamentarians, it is always going to be difficult, because reputation is not well-defined as a quality, and is easily confused with popularity.
I think the answer may be that reputation is an irrelevant consideration for government, because the business of the government is not about reputation.
Government has a mandate, or in undemocratic countries at least a disputed claim, to govern the country and reputation has almost nothing to do with it when you consider the important requirements of legitimacy, transparency, popularity, and especially stakeholder selectivity.
In other words reputation means nothing until you clarify for whom the reputation assessment is necessary.
For government it is an entirely conditional word. Could it also be so for companies?
At the beginning of the AGM season here is a pertinent question.
How do you deal with people who hate your company? There are some organizations and even more individuals who dislike companies so much that their dislike can seem to border on an obsessive hatred, an inability to think rationally or with moderation. Or, at least, this is how it can appear to companies who are being challenged or even threatened.
Every company has them. They can be lonely losers, self-obsessed, wielding specific and narrowly targeted influence way beyond the real circumstances of their actual situation. They can be embittered ex-employees with a burning grievance or sense of having been swindled or unfairly dismissed. They can be powerful, influential, rich and externally obsessed, like Ralph Nader, millionaire, Lebanon-born American king of NGOs, six-time candidate for President of the United States, and hero of the campaign against the US car industry and General Motors in the 1960s and 1970s.
Admittedly most companies hardly ever bother with the first two categories, but the third category is a recognized problem, posing a real and running threat to corporate reputation. General Motors was certainly obsessed with Nader. It hired private detectives to tap his phones, check his bins and exhaustively investigate his past. It also hired prostitutes to trap him in compromising situations (unsuccessfully). It is far too long ago for him to be accused of being a secret Muslim.
Nader sued the company for invasion of privacy and settled the case early for $425,000, a very large amount in the 1960s, equivalent to nearly $10 million today.
Nader’s lawsuit against GM was ultimately decided by the New York Court of Appeals, whose opinion in the case expanded tort law to cover “overzealous surveillance.” Nader used the proceeds from the lawsuit to start the pro-consumer Center for Study of Responsive Law and funding his own substantial additional projects. The car industry’s own goal was complete. Indeed it was a hat-trick.
Nonetheless, forty and fifty years on, companies still try to counter-spy, to uncover private facts and more about individuals who appear to display a hostile approach to them. They still try to smear those they perceive to be their enemies, and in doing so forget their lines, their responsibilities and their own stakeholders’ expectations.
I have, unhappily, witnessed a few of these operations, and none of the actions that I have observed to this effect has ever worked without some form of countervailing blow-back. Significantly none of the actions were ever taken on the basis of a management consensus; most were minority actions taken with the private approval of very senior management.
Sometimes, particularly with regard to social media, it’s best not to engage vociferous and determined opponents substantively once it becomes clear that a debate is not being offered.
But some companies get stubborn and self-righteous. They want not only to be right but they want proof and a certificate of it. Deep down, they want their critics to make public grovelling apologies, little realizing that in this there is no difference between them and their tormentors. Eventually they lose credibility with their real customers and other stakeholders by being seen to beat the same drum over and over and enter a corporate trance like an addled hippy.

However, companies need to mix circumspection with passion. They need always to be responsive. They don’t have to turn the other cheek but they should not hide and should never fail to respond with a sense of the debate as a whole and not just the last thing said.
They need also to remain genuine (as long as they had been before) and to show continued understanding of the issue or the grievance.
But really none of these things can be done if you do not demonstrate a transparent commitment to talk directly and openly with external groups and any other individuals who are taking you to task. They may not reply satisfactorily but you have done your best and you will thus impress the people and institutions watching you who really matter.
Just as the nature of reputational risks varies from company to company, so too does the potential damage of each such risk that any company faces.
But one of the biggest risks of all is probably the most difficult to cover or even to address.
This concerns the inherent honesty of the company concerned and that of their senior management. Some companies have integrity built into their culture, an honesty that stays embedded because of the practice of the personnel; senior, junior, top and bottom. Other companies do not have integrity but they think they do. Others have little or no integrity, know they do not, but claim they do, believing the outside world to be gullible. Others yet again just have no integrity, do not claim to do so, and do not care. This is most normally demonstrated in their treatment of personnel.
For the companies who are dishonest or in denial, this situation presents a very difficult early hurdle to overcome for the in-house reputation manager, especially one arriving new to the company and to the task from elsewhere.
It is a commonplace observation in the larger and international companies that new recruits or external consultants are effectively the only people who can even aspire to change things in the company, as everyone else is too tired, too discredited, too ground down, too arrogant and too ‘experienced’ to stake their careers on what will be often presented as disloyalty.
Companies where this observation is a commonplace are generally institutionally corrupted, perhaps not irrevocably so, but it’s difficult to see how transparency can work in such an environment, or how a genuinely ethical culture can put down roots.
Another sign of corruption can show from the attitude of the senior communications manager. Is he or she a hoarder and guardian of information or a provider and sharer of information? If the former then that person is far less likely to be honest in other areas of decision-making and leadership.
In such companies, communications resources get consumed by the bigger functions of the company, for example in brand maintenance (featuring the ever-expensive advertising) and enterprise risk management rather than issue, stakeholder or reputation management.
These are also generally the companies in which a senior manager asks you repeatedly for the business case for reputation management. As a response you can ask the questioner to provide the business case for NOT having reputation management. But update your CV first…
Many companies have adopted and implemented robust enterprise risk management (ERM) systems, largely because it is far easier to make a short term business case for these. But, given that reputation disasters can encompass enterprise disasters, companies should also be developing processes to address threats to reputation with at least as much effort as they do with threats to enterprise.
Progressive companies with integrity are unlikely to have these problems. They allocate appropriate resources for covering reputation and issue exposure.
Communicators in these companies, managed and encouraged by sharers of information, are making better-informed decisions affecting reputation and this is creating a robust platform for strong and confident external relations.
In fact, if this platform isn’t there for all the company communicators and not just the CEO and senior management acolytes then the reputation of the company will inevitably suffer, whatever the enterprise or the markets may do.
Let’s be clear about what is happening, not just in the social media but in modern social life generally. Not to put too fine a point on it, the doors of perception are both swinging open and getting a lot more difficult to walk through.
As communication channels proliferate, people are passing more data but communicating less with each other, and they are reverting to a hand flutter as they pass each other instead of stopping to talk.
Where is this all going? It is very difficult to peer through the rolling gloaming but while our eyesight improves, our lines of sight become more encumbered, and get refracted. We are declaiming and talking more, and we are debating and listening less.
As the US Presidential elections loom in the shadow glitz of the future, and recent elections in Europe are analysed and digested, we are realizing that people are starting to believe nothing. They are assuming that everything they are told is dubious, unlikely or just counterfeit, a product of spin, misdirection and lies.
When a company claims that they are a people business, it is more than likely that they are quite the opposite. If you are told that customers come first, you will be put on hold for more than ten minutes or referred to a web site (how irritating is that?) If a company claims to be a thought leader, you can be sure that they are near the back of the elephant trail and waiting for the next idea to be prattled back down the line. The only certain outcome of this behavior is the graveyard.
Some tabloid newspapers have given up with the truth altogether because the truth doesn’t sell. Unfortunately this is true whether it is the media, second hand cars, third hand policies, corporate responsibility or snake oil. If something sells that does not necessarily give it value. It simply confirms a price.
But when people believe nothing, they will believe anything. One might be forgiven for suspecting that for this reason alone it is in the interest of all propagandists to keep people ignorant and suspicious, because like this they can be manipulated with the greatest of ease.
The way back is through genuine and committed communication, a communication that waits for an answer, that explains and illustrates, that is patient and painstaking.
For companies, the best way back to the foothills of corporate reputation would be the banning of all internal email messages within sites and a training course on how to use that dusty thing hidden by the books called a telephone.
But to be realistic, the indiscriminate use of email is adding to the growing communication problems that companies have with their stakeholders and especially with their employees.
Also, they should stop grabbing the tail of the company in front..





















