Two experts weigh in on the continued significance of the Employee Value Proposition in 2015. Could it be time for you to give your organisation's EVP an overhaul?
Many corporate leaders have devoted resources towards identifying and building their employment brand around an EVP – think L’Oréal, Google and Apple.
Mike Beeley, CEO at ReAgent Employer Marketing, recommended that all employers should consider undertaking an evaluation or re-evaluation of their organisation’s Employee Value Proposition (EVP).
“The important element is not necessarily the end line or end piece of communication; it’s the fact that everyone from leadership down agrees that this is the DNA of the organisation: this is what we stand for, this is what we can deliver, and this is what makes us unique,” he said.
There seems to be a contemporary misconception that EVPs are only needed during the recruitment process; when in fact, the EVP impacts all aspects of employee’s organisational lifecycle.
“A brilliant EVP can prove its value most during times of corporate stress,” Mark MacWhite, group designer at eBrands, told HRD magazine. “It can unite factions, functions, products and portfolios. The EVP can help a company that dislocates to feel whole again.”
Time for a review?
Should your organisation conduct a review into its EVP? Constant tweaking of the EVP’s core is not recommended, but key changes within the business will necessitate a review of the EVP. These include:
According to MacWhite, businesses often do not understand why they need an EVP.
“Initially they are trying to understand it to put a value on it,” he said. “They want to know how to better engage their workforce. They want to know how long it takes, how much work is required, and, critically, how they can achieve stakeholder buy-in.”
In fact, what companies should be aiming for is simple, truthful, emotive and inclusive.
This can be achieved by:
“Leadership teams struggle with engagement, of connecting with employees,” said Beeley. “So how do you set up the messaging, how do you create a set of values, and then behaviours that reinforce those values? That’s something HR can play a unique part in.”
He added that it’s imperative to have an unbiased external research team undertaking the research so you can capture the truth rather than what you’d like to think the truth is.
Mike Beeley, CEO at ReAgent Employer Marketing, recommended that all employers should consider undertaking an evaluation or re-evaluation of their organisation’s Employee Value Proposition (EVP).
“The important element is not necessarily the end line or end piece of communication; it’s the fact that everyone from leadership down agrees that this is the DNA of the organisation: this is what we stand for, this is what we can deliver, and this is what makes us unique,” he said.
There seems to be a contemporary misconception that EVPs are only needed during the recruitment process; when in fact, the EVP impacts all aspects of employee’s organisational lifecycle.
“A brilliant EVP can prove its value most during times of corporate stress,” Mark MacWhite, group designer at eBrands, told HRD magazine. “It can unite factions, functions, products and portfolios. The EVP can help a company that dislocates to feel whole again.”
Time for a review?
Should your organisation conduct a review into its EVP? Constant tweaking of the EVP’s core is not recommended, but key changes within the business will necessitate a review of the EVP. These include:
- Leadership changes
- Core strategy changes
- Major changes to services or portfolios
- M&As
- Fast growth
- Times of crisis
- New business creation
- Globalisation – for example, if it’s necessary to craft a local employment brand with a global EVP
According to MacWhite, businesses often do not understand why they need an EVP.
“Initially they are trying to understand it to put a value on it,” he said. “They want to know how to better engage their workforce. They want to know how long it takes, how much work is required, and, critically, how they can achieve stakeholder buy-in.”
In fact, what companies should be aiming for is simple, truthful, emotive and inclusive.
This can be achieved by:
- Understanding your strength as HR
“Leadership teams struggle with engagement, of connecting with employees,” said Beeley. “So how do you set up the messaging, how do you create a set of values, and then behaviours that reinforce those values? That’s something HR can play a unique part in.”
- Selling it to your executive colleagues
- Securing a budget – and get external help
He added that it’s imperative to have an unbiased external research team undertaking the research so you can capture the truth rather than what you’d like to think the truth is.
- Research, research, research