Personal branding has become a buzzword across nearly every profession – and with good reason. Whether you’re a recruiter, marketer, or tech specialist, people are beginning to recognise that they’re not just employees of a company – they’re professionals with their own voice, values, and expertise.
But here’s the question many employers are quietly asking: Is building a personal brand outside of work a sign of ambition and initiative – or could it suggest disloyalty?
Let’s break it down.
The Rise of the Individual Voice
LinkedIn, personal websites, podcasts, newsletters – these platforms have empowered employees to share knowledge, insights, and opinions far beyond the reach of their job descriptions. It’s no longer unusual to see someone hosting a webinar after hours or sharing thought leadership content that gains serious traction.
Rather than something to be wary of, this evolution is often a sign of a highly engaged, forward-thinking professional. They’re investing in their growth, which ultimately benefits the organisation they work for.
A New Kind of Loyalty
The idea that an employee’s external visibility is a threat to a company is rooted in an outdated model of loyalty. Today’s professionals want to work for businesses that support their personal development – not just within the four walls of the office, but beyond them too.
When employees feel trusted and supported to build their own brand, they’re more likely to stay loyal. It’s about mutual respect: the company gives space, and the individual gives back – often in the form of heightened credibility and greater influence in their field.
How Businesses Can Embrace It
Rather than worrying about whether someone might leave, businesses should ask how they can support their people to grow. Here’s how:
- Encourage content creation – Invite team members to share their insights via company blogs, LinkedIn posts, or industry panels.
- Champion their successes – Celebrate external recognition or achievements. A rising star in your team can reflect positively on your entire business.
- Provide time and tools – Offer learning hours or access to platforms that allow employees to upskill, write, or create professionally relevant content.
It’s simple: if you help nurture talent, you earn loyalty in return.
Finding the Balance
Of course, there’s a line. If someone’s personal brand starts to directly conflict with company values, or if they’re using their influence to criticise their employer publicly, that’s a different issue.
But in most cases, building a personal brand isn’t about being disloyal – it’s about being visible, valuable, and empowered. And that benefits everyone.
Final Thought
Personal branding isn’t going anywhere. So the question for employers isn’t “Should we allow it?” but “How can we make the most of it?”
At Proximity Recruitment, we believe people do their best work when they’re empowered, trusted, and encouraged to grow – both in and outside of the office. And we help businesses hire talent who feel the same.
