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What is your Employee Value Proposition?

In simplest terms, Employee Value Proposition (EVP) is everything that an employee receives in return for what they bring into the organisation. The EVP stands for the salary, benefits, and employee incentives as well as learning and development opportunities, a career path, the working environment but also the employer’s brand and internal culture.

The EVP equals all the reasons why your employees decide to join and stay in your company.

Do you know the value of your EVP?

Does your EVP appeal to the different generations of your staff?

How do you communicate your EVP to your employees and external market?

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Show care with employee benefits

Are employee benefits important? Some organisations believe that benefits do not have influence on employee attraction and retention. While pay, career opportunities, and employer brand appear to be important reasons for people to join or leave an organisation, benefits communicate to your staff how much you care about their wellbeing and create comfort and a safety net around them.

Your employees’ needs evolve along their life-cycle just as the external environment is constantly changing.

Is your benefits package flexible enough to accommodate the changing needs of your workforce?

How well do your benefits communicate that you care?

Do you know which employee benefits are most valued by the new generations of workers?

Your employees’ needs
evolve along their
life-cycle just as the
external environment
is constantly changing.

What is your organisation’s performance?

An internet search engine will turn 3.5 bln results if you type “employee performance” in the search window! A lot of organisations have been engaged in discussions looking to establish the most accurate, fair, and efficient ways of measuring their employees’ performance. Perhaps you are already asking yourself these questions:

How often should we discuss employee performance?

Is there a link between performance and employee potential?

Does higher pay result in higher output?

Should we stop performance appraisals altogether?

How do you deliver performance feedback?

What drives your performance?