Public Relations in Brazil

Communication and trust

Communication and trust

põ´p - Communication and trustTrust is a state of mind. A way of looking at life in a positive way. Open to the other as a possibility of sum. Entrepreneurs and founders of big business (small ones too) are trusting people. They believe in their individual talent, believe in their product, service and believe in their dreams. These makers are like a beacon to light the way, to guide people and customers through the market seas. To open borders and do extraordinary things, unthinkable for many.

One of the best images to illustrate confidence is that of two trapeze artists in the air. We were astonished at their synchronicity and their absolute mutual trust. The risks of these maneuvers are very high. From a serious injury to death. The end. Companies and brands also live on this issue, every day. Can I trust my employees? Are they engaged in fact or do they not mean it? Can I trust my supplier? Can I trust my director? Will he meet the agreed deadlines? Can I trust the government? The banks? Can I trust my partners?

As a business communicator and professor, I can only embrace the idea of ​​trust through the ability to dialogue. Ability and commitment to the truth conveyed by words. Do companies and brands know how to dialogue? Do they really want to dialogue and build trust? Long-term bonds? I believe that this is the greatest contribution of the field of communication: strengthen ties through dialogues with multiple stakeholders. In a strategic, intelligent and transparent way. There is no confidence if one part is based on lies as a business strategy. If you promise anything, even knowing that you will not keep your promise. Worst of all worlds is finding companies within which sarcasm and hypocrisy have taken hold of the environment and people do not tell the truth.

Trust is the foundation of sustainable businesses, of brands that are perpetuated by generations in the market. And they all know not only how to inform their stakeholders, but how to communicate. They really know how to talk, like two great friends when they meet. The conversation reduces risks because it brings people together to get to know each other before making commitments. Imagine if these two trapeze artists do not talk?

Can your company be any different? Best regards and thanks for reading.

By Luiz Gaulia

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Race interviews

Race interviews Kelly Fusteros, public relations and communication coordinator of Allianz Partners Brasil

The internal communication is a department planned and with scopes determined so that there is the interaction between the company and its collaborators. With it, one can enhance relationships and increase productivity, engagement, and even an organization’s financial outcome.

And so, today’s post brings an exclusive interview with the public relations and communication coordinator of Allianz Partners Brasil, Kelly Fusteros. With more than eight years of professional experience, Kelly followed the changes in the behavior of the companies, mainly the concern for the well-being and the good fellowship of the collaborators.

‘Internal communication plays an important role in companies that cherish a pleasant professional environment.’

In this interview, you will understand the important role of internal communication in companies. Check it out!

Race Communication: How important is internal communication to the company?

Kelly Fusteros: Every organization is made up of people and they are the ones who, working together, will lead the company to achieve its goals and results. The first objective of the Internal Communication is to inform employees about what happens in the company and offer content that can be added in daily activities. Secondly, internal communication has the power to act in the organizational culture, in the dissemination of goals and objectives, and in the engagement of employees.

Internal communication, when it acts strategically close to the board, goes beyond the limits of just carrying information. It engages the collaborator, making them feel part of a “family”, of something more, of seeing meaning in his activities, of linking them with goals, to the point of transforming them into an internal influencer and ambassador of the brand. Internal communication takes transparency, passes a single speech and must always be two-way, that is, senior management for employees and vice versa, thus helping to mitigate false rumors and news within the organization.

RC: How to think about strategic campaigns for this audience? KF: Firstly, it is important to know employees by analyzing quantitative data (number of employees, percentage of men and women, age, region of residence, turnover, percentage of employees in the administrative area and operational area, among others) and qualitative information (annual survey, active listening in corridors or cafeterias, discussion groups, visits to the different areas, meeting with focal points, etc.). With this information, professionals in the area of ​​Internal Communication can draw a profile of employees and what should be the approach: if employees are younger, communication channels and proposed actions may use a more easygoing language, light, with visual that is closer to what this public consumes externally, such as memes and videos; if the employees are from the legal area, for example, it is important to know the terminologies and processes; if the turnover is high, it is necessary to frequently work on the key messages, because the turnover of people impacts the culture and engagement.

One tip is to create a persona, which is the simplified representation of your collaborators, a character who will help communication to better understand who the collaborator is and what he needs.

From these points, the Internal Communication must base its planning on the company’s goals and objectives and on how to transmit this information to the persona in an effective way, considering its characteristics and desires, and engaging it so that employees and company walk in a same direction.

RC: Do you believe that organizations make correct use of internal communication to improve the relationship between employees?

KF: Nowadays, I believe that companies are using internal communication to create a relationship and establish an affective link and interactions between the employer brand and employees.

Among different areas, internal communication can help to break the silos, promoting actions and campaigns of interaction and collaboration, such as a magazine or internal newspaper, in which collaborators interview and create content from other departments; sporting championships; race groups; singing or theater classes; voluntary actions; etc.

RC: Why did the culture of adoption of internal communication campaigns take time to be incorporated by medium and small companies?

KF: Communication is inherent in every organization. It exists in the day to day and the great difference is the company to appropriate from it formally or not.

Having good communication has become essential for any organization, as professionals are increasingly searching for workplaces that have a healthy environment, are more concerned about their well-being, about the value of their work, are more critical about the performance of organizations and their transparency.

Small and medium-sized companies took time to understand internal communication as a tool that would help them to have more synergy to achieve their results and integrate collaborators. Often, these organizations are family-owned, which may imply even greater resistance to the deployment of a two-way communication.

RC: What are the main obstacles hindering effective internal communication?

KF: The lack of strategic participation in top management decisions is the biggest challenge, as I see it. The direction of the company needs to have a clear vision of the important role and value that the area of ​​internal communication has, involving it in moments of decision.

Low investment and outdated technologies are the second biggest challenge. Creativity is inherent in Communication professionals but having the budget to invest in engagement and recognition campaigns, for example, can be the differential to change the organizational culture. It is also important to invest in more modern channels, such as intranet and Corporate TV, with more attractive, intuitive and easily updated layouts.

RC: What are the benefits that internal communication can bring to the organization?

KF: Effective Internal Communication brings better financial results to the organization, as it increases the productivity and the length of stay of the employees in the company, besides making clear the strategies and objectives of the organization, showing the impact that each activity performs in the whole.

It also strengthens culture, encourages good behavior, engages employees, helps break silos, and increases collaboration among teams.

RC: Do you believe technology has brought big gains for internal communication?

KF: Absolutely. Our world is more and more digital, the way people communicate is undergoing transformations and all this evolution is a constant form of internal improvement. Integrated communication technology optimizes processes and increases productivity, bringing greater speed, ease and effectiveness to the communication team. It is also possible to better measure results and impacts.

For the target audience, technology provides rapid information delivery, more interactive channels that take into account user experience and facilitate a two-way communication. Besides the environmental gain with the decrease of the use of paper and other disposable items.

RC: What tips would you give to companies that want to deploy internal communication efficiently?

KF: I believe that the first step is to develop a culture of communication, working together with the high leadership for the success of the organization. Establish the company’s official communication channels: intranet, corporate social networks, newsletters, announcements, corporate TV, among others. In addition, ensure that company leaders have undestand and use them for official communications. Also carry out an Internal Communication Plan to diagnose strengths and opportunities and plan the campaigns of the year. And by putting it into practice, make connections between what employees do on a day-to-day basis for the purpose of the organization, providing insights into the objectives and results to be achieved.

Face-to-face communication campaigns are a great way to create a connection with employees. Then bet on opportunities for contact, such as events with leaders and with the president, dynamics that ensure interaction between areas and feedback. And whenever possible, measure your results quantitatively and qualitatively to see if your campaigns are effective and so you can always show the value of internal communication to the company.

RC: Why do many companies delegate internal communication to the HR department? Should not this kind of work be done by the communication department?

KF: Some organizations have the old perspective that employees just want to be informed of their benefits and that a good working environment is created only by the Human Resources team. As we’ve spoken, the engagement and the time of permanence of a collaborator in the company goes beyond the benefits offered by the company.

Researches point out that employees prefer a company that values ​​communication and open dialogue with their leaders over one that offers great benefits, demonstrating that the benefits will not fill the lack of dialogue, feedback and good relationships. The Internal Communication area has the appropriate knowledge and tools to engage employees and lead the organization to success.

By Evelyn Spada

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The advent of corporate social networks and the new PLC being

The advent of corporate social networks and the new PLC being

The new forms of social, relational and mediatic interactions, the breaking of paradigms and innovation have made society, especially Brazilian society, assume a new world configuration. Increasingly present, the word “reconfigure” entwines physical and virtual space, incorporating itself into the context of society in all spheres. In organizations, it is no different. The era of standardization of PLC being is over. Although there are still fundamentalist adepts, the imposed whole has dissipated every day. As portrayed by Zygmun Bauman, Polish sociologist and philosopher in “liquid modernity,” everything is volatile, human relations are no longer tangible.

In an open world, full of possibilities, connectivity, communicational and social plurality, where technology is a real extension of man, the term Global Village, used by Herbert Marshall McLuhan in his works “The Gutenberg Galaxy” (1962) later, “Understanding Media: The Extensions of Man” (1964), confers veracity to contemporary society. The values, concepts, principles and rules, which until then were only dictated by social organizations, are increasingly distant from postmodern man.

Today, the employees of a company do not want to be known as mere workers, operational – they aim to have voice and constitute a new PLC being.

In this scenario, corporate social networks emerged, important tools not only for the establishment of internal communication of excellence, but also for the empowerment of a new business being.

Corporate Social Networks: Benefits and ChallengesIn the digital age, whether at work or at home, people invariably spend too much time in front of computers, tablets, smartphones, and other devices. Socializing on networks is the existential reason that moves postmodern humanity. According to data from Hootsuite and We Are Social, released in 2018, 62% of the Brazilian population is active on social networks, and 58% have already searched for a service or product through the internet.

If used strategically, the corporate networks are excellent options for an establishment of culture of excellence of internal communication, because through the tool it is possible to improve the organizational climate; establish dialogue between the entities, with a mutualistic communication, which does not privilege unilateral relations; engage the team; empower participants, since there is space for the development of new ideas, processes, services and products; retain talents; and even identify organizational gaps, reducing communication and turnover crises. But what is a corporate social network?

“Grandchild” of the old intranet, they are platforms that bring together professionals from an organization, creating a communication chains. Like open social networks, these systems, targeting an audience of an organization, which can be collaborators or other stakeholders – in some cases suppliers, partners and even shareholders -, bring together people around common interests. Depending on the platform, it is possible to write content, share, enjoy, create communities and even talk in private mode with a user.

It is noteworthy that the establishment of dialogue provides growth, since, when communication is potentiated, cherishing innovation and creativity, there is a latent flow of thoughts, but this does not mean that relationships should not be mediated.

Although the advent of social interactions in the digital environment contributes to the dissemination of knowledge, rapid communication, opening of new markets (technological and human) and innumerable other benefits, without mediation, networks become a major threat to the image management and the reputation of the organization, which could be exposed to the unpredictability of phenomena and to ideologies with strictly opportunistic and personal ends.

In addition to mediation, in order to succeed, by acquiring a market platform or by developing a corporate social network of its own, it is imperative for organizations to be clear about the real purpose of the project and to convey the ideas to the participants.

To make it strategic and meaningful, there is no point in just making network access available to participants. The tool should be part of an integrated communication plan, have a solid policy with processes that justify its use, with a strategy that contemplates the role of mediators; network structure, indicators and performance measurement, such as employee participation; opportunities, points of attention and gaps. Still, it is salutary to remember that the adoption of the network does not exclude other communication tools. Especially when it comes to internal communication, the use of platforms from various means, such as house organ, wall newspaper, Corporate TV and others, facilitates access to information easing communication and bilateral relationships. In short, you cannot think that the results will appear if there is no prior planning. In communication, planning is the key to success, especially when it comes to attracting and relating to the new PLC being.

By Rodrigo Freitas

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Gamify yourself

Gamify yourself!

A strategy increasingly used by the corporate world, the gamification engages employees, joins teams and retains customers

With the advancement of technology, the world is increasingly connected and fast. The dense exchanges of information and the very high circulation of digital content represent great challenges for companies, which compete for the attention of the public. Retaining stakeholders is almost an impossible mission for a business that does not generate identification, engagement and interaction.

And one of the main targets of organizations is precisely “in the house.” The relevance that employees have for disseminating the values ​​and missions of companies is notorious. Undoubtedly, they are one of the company’s most important showcases. To the inner public, the message must be clear, and the noise exterminated. For these purposes, gamification has proved to be a powerful strategy.

This is a set of engagement techniques that encourage participants to achieve certain goals. In this case, those of the business. Despite the name, it’s not a video game. The tool has used the creative, playful and interactive features of the gaming industry to solve problems and overcome the day-to-day barriers of organizations. To this end, it works with concepts of competition, cooperation, exploration, awards and storytelling.

The foundations of the solution are well grounded, and explore many areas of knowledge, such as psychology, neuroscience, game and learning theories, anthropology and sociology.

Because it is very versatile, the strategy fits into different situations, sectors and types of business. Schools, large and small businesses, hospitals, prisons, hotels, any context can be gamified, taking into account their specificities and objectives.

No wonder, there are several cases of success in the market that demonstrate the effectiveness of the tool. The most impacted indexes are attraction, engagement, retention and conversion of clients and employees. In clear English, gamification has the power to increase sales, attract new consumers, and intensify teamwork – goals that every business struggle to achieve.

The office is no place for games. Says who?!

By Thiago Eid


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5 strategies to find a way out of obvious in internal newsletters

5 strategies to find a way out of obvious in internal newsletters

When before us are modern and bold communication possibilities, such as new apps, platforms for finding digital influencers or SEO tools, thinking about the old and classic newsletter seems little innovative or exciting. However, despite seeming an old tool, newsletters still represent an efficient and necessary way to start conversations, generate leads, and maintain an intimate relationship with a company’s stakeholders. What is at stake is the efficient use of this feature in a way that attracts the receiver’s attention. Easy to say, challenging to perform. How to find the ideal measure in a universe of organizations with such diverse goals, that communicates with people so demanding for quality content? Thinking about this resource as an internal communication strategy, I have come up with some ways that can help us plan newsletters in a more strategic form:

  1. Spend some time on benchmarking

Studying the market is the first step in understanding what context your customer is in and how their competitors communicate. Use market references in your favor and understand how this would apply to the internal audience to which the newsletter is aimed. With this background, it is much easier to define a starting point to differentiate and communicate with quality. At this point, it is worth analyzing all the examples, whether they are aimed at the consumer (external) or the internal public of the companies.

2. Study the business objectivesMaybe your client already makes newsletters internally and wants to follow the same strategy when working with a communication agency. However, it may also be that your analysis conveys that the company should follow the opposite path. To identify this strategy gap, there is nothing better than revisiting the business objectives with this mean of communication: bringing the whole team closer to management issues, generating engagement in the communication tools of the company, promoting interaction among teams, adapting employees to a new organizational culture , among many others.

3.       Investigate the interests of the publicAdvertising has tightened many ties with communication when both areas realized that brands need to deliver relevant, quality content rather than always tying the company’s image to sales. This is a very present debate in our field, and it is also important to produce materials for internal newsletters. Think of the company’s mailing as their final consumer group. In this sense, move away from the cold institutional and protocolic bulletins and actually study the habits and interests of these people.

4.       Deliver quality contentWith the above points, we have acquired providential information to carry out the job: we know the context in which the company is inserted, we have identified the objectives and the target audience. From there, it is possible to structure guidelines and contents that really arouse interest and engage readers. Do not bet all your coins on communicating company actions – use your public learning to provide materials on industry trends, market movements, and discussions on important issues in the company’s vision (gender equality, HR practices, innovation etc.).

5.       Integrate the company communicationIf your job also involves managing the website and the social networks of the brand, worry about the integration of all these channels. It may be that some of the employees are not heavy users of the networks, and the newsletter is a great opportunity to call them to company profiles. Producing a more technical content for the newsletter with a call to action for a related post in the institutional blog can be a good way out, for example.

What other ways do you use to get out of obvious answers in the production of internal newsletters? Leave a comment!

By Amanda Lima


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Race Comunicacao The importance of a well structured internal communication - The importance of a well-structured internal communication

The importance of a well-structured internal communication

No matter how good, progressive and avant-garde your plans for the growth of your company are. They are in serious danger of failing if you are not successful in communicating them to your employees. This is where a fundamental tool of corporate communication comes in: internal communication.

A good internal communication network can help in collaboration, feedback and the application of a transparent relationship in the company. For these and other reasons is that it is such an important tool of relationship in companies of any size or segment.

Firstly, it is worth remembering that internal communication will be a strong ally for the alignment of different areas of the same company. Lack of positioning will surely undermine your productivity. Let’s imagine for a moment that the company’s marketing team wants to promote its products. The area should be in line with other sectors to know where to invest, which products have higher and lower demand and what the goals of this promotion are.

As a leader of a company, it is important that you inform your employees what your purposes are. Internal communication is an effective tool for sharing goals, plans and responsibilities.

What’s more, there is no employee who does not want to feel validated, listened to, and a member of a team. A well-structured company has motivated employees and, to deliver that value, a well-built internal communication project is ideal. It can be an important channel for the recognition and celebration of good practices and goals. This will help create a culture of appreciation in the company.

The company should be the owner of its information. Internal communication can counter hallway gossip. Just as journalists look for official sources to find out about certain subjects, your employees will come to you – and your mean for informing them will be an internal communication project.

And last but not least, internal communication will be a good friend to have alongside in internal or external crisis situations. People say that at times like these, executives must preserve themselves and talk as little as possible to avoid exposure. However, knowing what, when and how to communicate can turn a catastrophic situation into a positive scenario, in which the executive will be surrounded by allies.

Interested in investing in your company’s internal communication? Ask us how.

By João Pedro Andrade

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Race Comunicação  Internal communication for millennials - Internal communication for millennials

Internal communication for millennials

Learn how internal business communication can be more efficient in the era of millennials

Internal communication plays key roles in day-to-day business. Through it, it is possible to establish a mean of conversation between the board and the employees and to promote the collaboration and the team spirit between employees. But today, in the digital age, internal communication has some challenges in which social networks are the protagonists of the dissemination of news and the millennials generation is the new workforce.

Generation Y, better known as millennial, represents 8.3 million Brazilian consumers, according to data from Serasa Experian with Geofusion. Millennials are people born from 1980 to 1994, who have very early contact with internet and digital technology.

Millennial behavior is very different from those of previous generations, especially in the professional environment. It is an incisive stance that always prioritizes well-being within the work environment, before any other benefit or salary. Millennials are not so attracted to high wages, but flexible journeys and working models can provide a better quality of life. In fact, the quality of what they develop is much more valued and prioritized than the number of tasks they perform. And, besides all this, the main thing: they want to work with purpose. They want to believe and like what they do. Therefore, they are always in search of better places, not clinging to the same place for years and years, as previous generations.

That said, the profile of generation Y demands new forms of internal business communication. To retain employees who are always seeking professional achievement wherever it may be, some strategies are needed:

1. Language is essential in planning: a more youthful, light and up-to-date communication;

2. Encourage protagonists and ambassadors, listen and give voice to young millennials – they have much to contribute to the growth of the company;

3. Challenging them, always encouraging their personal and career development, is also something expected and desired;

4. Endomarketing campaigns: involve employees in company campaigns and initiatives that promote engagement, integration and pride in belonging.

To learn more about internal communication, see other texts from the Race Communication blog or contact us!

By Bárbara Christan


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Offline internal Communication A Safe and Effective Strategy

Offline internal Communication: A Safe and Effective Strategy

In times of Whatsapp, Instagram, Skype, Facebook and e-mail, communication has become increasingly connected. And even though these means of communication are effective to convey a message, these platforms are not always the best for internal communication, that is, when sending messages to employees of a company.

Even though it may seem weird to resort to paper and pen, often these tools are much more effective than online alternatives. If you live in a condominium, what is the place where notices about meetings and assemblies are disclosed? The answer is probably in elevators and notice boards. That’s because these methods are always functional when giving quick warnings to those who are passing.

One of the most important topics for effective communication is where it will be advertised. Not just the tool (newspaper, e-mail, TV), but the place where such material will be available. Think about it, there’s no point in hanging a notice in the lobby of the building if all the residents leave through the underground parking lot. With that in mind, there are many things we can apply to small and large companies. Below are some tips on how to use more traditional means to communicate with your inner audience.

Check it out:

1. Corporate TVs and notice boardsVery common in offices and bank agencies, corporate TVs are a great option for communicating with the internal public. Whether they are housed in the cafeteria, in elevators, or in places that people do not only run by, but stay for a few minutes, they can serve as a powerful weapon of information dissemination. The same happens with notice boards, that while less glamorous, are a simple and very objective way to communicate something to employees.

  1. News bulletin

In larger companies, where there is much circulation of people, internal newspapers can be a great option to get employees’ attention. Ideal for disseminating more detailed information, bulletins are widely used to communicate new processes and even to engage the public.

  1. Dialogues and debates

It seems obvious, but it’s always good to remember that the good old conversation can solve a lot. Especially when it comes to small groups, dialogue is the best way to resolve certain issues, especially those that involve some conflict or problem. For such cases, it is interesting to bring together those concerned or affected and have an “eye-to-eye” conversation. At the end of the meeting, the best idea is to send a confirmation via e-mail or even a communication to be signed by those involved with the new resolutions. Finally, it is important to remember that online media can also be very useful, but with a bit of creativity, the offline world has a fertile ground for great campaigns and different opportunities for internal communication.

By Thamyris Barbosa

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Race_Comunicacao_Internal communication where to begin

Internal communication: where to begin?

Working on a company’s internal communication is crucial. Therefore we’ve listed five steps to kick-start and implement this relationship with the internal audience in your company, bringing tools and tips to put those actions into practice.

The effectiveness of internal communication for a company can result in several gains, such as an increase in productivity, employee loyalty (or, in good English, can cause employees to do their best for the company) and, consequently, customer service. At the same time, the lack or failure of internal communication can lead to several problems. According to a study published by PMI (Project Management Institute), 56% of projects that fail within a company are unsuccessful as a result of communication problems.

1.We have flaws?It is a simple question, but at the same time it is one of utmost importance. Identifying failures, knowing the weaknesses of company communication and seeking to address them may be the best way to begin a strategic plan.

2. Know your audienceYou can’t identify failures without knowing what audience you are dealing with. Who are your collaborators? What do they look for? What do they want to know about the company they work for? What can the company offer? Knowing the answers to these questions is a good sign. If you do not know, start plotting your strategy for these answers.

3. Bet on feedbackAn effective way to answer the questions from the previous topic is investing in direct conversations with employees. Listening to what they have to say can increase motivation and productivity, as well as being an extremely economical tool to seek significant improvement in communication and in the overall performance of the company.

4. Reinforce the business’ purposesMission, values ​​and vision of the company are not concepts that should stay on paper only. They should really represent what the company means and should be passed on to the employee. They need to know what the company wants; otherwise how will they do their best for the company? Having the company’s goals and culture well aligned with employees is an effective way to engage them. 5. Establish a team for this areaGood internal communication will require a lot of work, for it requires continuous strategic planning, writing of texts and materials that generate interest and results, periodicity, among other activities that lead to engagement. To this end, establish a responsible team, or hire a specialized communication agency, such as Race Communications.

By Vanessa Assis


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Race Communications Who is your company on social media 1 - Who is your company on social media?

Who is your company on social media?

By Evelyn Spada

Every person, a universe. There are those who are more restless, those who like to give advice, those who dream, in short, there are innumerable characteristics that differentiate people. And with the brand is no different. Creating the personality and individuality of the company on social media can reveal a more humane and even humorous side of the brand.

Before of the channels of online service, the brands gain tone of voice and even hobbies. This enables customers to come closer to those with characteristics and values ​​for which they feel more affinity. But how can we ensure that the brand is notorious, desired and become the public’s “sweetheart”?

The answer is brand persona. That is, working the personality that the brand will have on social media. Through social platforms, it is possible to openly show the customer who the company is and even create an affective bond with this consumer. The first step to understanding who your company is on social media is to determine its mission, vision and values. This trio is the basis for the initial personality definitions. Another thing one must consider is the segment in which it operates. Sometimes the niche in which the company is inserted already suggests certain types of personas. Also, knowing and understanding the target audience is crucial.

The persona needs to be someone the consumer on the other side of the screen wants to talk or even have a coffee with.Throughout the creation of a persona, the brand will have to come up with tone of voice. It can be from a young tone, which is cool and uses slang, and even has a humorous tone. A classic example is the Penguin, from the Brazilian store Pontofrio. He is informal, talks to consumers, takes questions on the spot and even negotiates prices through their official profile.

Remember: the tone must be consistent across all interactions, both in comments and in direct messages.After all this survey and with a more detailed persona and closer to the reality of the market of operation, other items could be defined such as: the hobby of the brand, their lifestyle, to the point of coming up with a name and age. This will be the “persona card” to guarantee the standard in communication.

Remember: counting with the partnership of specialized agencies will help make the results more assertive. Get to know the work of Race Communication.

So, who is your company on social media?




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