Post by joypaultop1 on Jan 15, 2024 22:53:09 GMT -8
If you work in the Human Resource area, you will have already detected that it is essential to have a good Employee Value Proposition (also called EVP) to attract talent and retain the one you have. On the one hand, job seekers investigate what their future company could be like before accepting or rejecting any offer. And on the other hand, those who are already part of an organization constantly value and evaluate what is offered to them, beyond salary. Are you enabling people to become what they want to be? What benefits do they receive for giving their best? What would you like professionals to say about the company? The EVP is not just words and should be reflected in everyday life. This is a long-term journey for which you need to understand its importance and, if you want, you can start working with this article. Table of Contents About the concept of employee value proposition Why is EVP important? 6 areas to work on Employee value propisition Build or renovate your employee value proposition Three real cases of a good EVP A good EVP puts people first How to develop the right EVP in your company About the concept of employee value proposition The employee value proposition defines the essence of a company and encompasses a unique set of benefits that professionals receive in exchange for the skills, capabilities and experience they bring to the business.
An EVP should reflect the reasons why people are proud and motivated to work towards their full potential. This value proposition must be unique, relevant and convincing but above all, it must be real and reflected in facts and decisi Fax Lists ons made in the company. There is no point in writing an EVP if it is not integrated into day-to-day life. EVP strategies that put people at the center Recently, the most innovative companies are replacing an employee-centered value proposition with a human-centered one, treating employees as people and not just as workers. It seems like a small, unimportant nuance, but putting people at the center of everything is always positive. Additionally, according to Gartner, progress in any area of human interaction can lead to a 28% increase in people recommending the company they work for . That is, the professionals themselves can become brand ambassadors. Why is EVP important? According to a Conference Board study, the top priorities for global CEOs in 2022 were attracting and retaining talent. This is one of the reasons that should prompt companies to define their value proposition, if they have not already done so.
Differentiating yourself from the rest through this proposal makes it easier to attract the attention of new talents and retain them. Another Gartner report indicates that companies that meet their employee value proposition (EVP) can reduce annual employee turnover by 69% and increase the engagement of new hires by 30%. Working on this proposal is something constant and should be personalized as much as possible to be able to offer a unique professional experience to each person. EVP y employer branding But, at this point, you may be wondering what the difference is with Employer Branding , since they are often confused. There really is no mystery to it. While employer branding is the promise you make to current and future professionals about what they will get from working at your company, EVP is how you deliver on that promise. To put it another way, it is one more step to turn words into actions or, rather, into benefits such as work flexibility, vacations or training courses. In addition, the employer brand includes the reputation and external image of a company. Therefore, although they are different concepts, they are intrinsically connected and if you notice that the EVP and the employer brand share many of the ideas, don't worry. This is what is expected and how it should be.
An EVP should reflect the reasons why people are proud and motivated to work towards their full potential. This value proposition must be unique, relevant and convincing but above all, it must be real and reflected in facts and decisi Fax Lists ons made in the company. There is no point in writing an EVP if it is not integrated into day-to-day life. EVP strategies that put people at the center Recently, the most innovative companies are replacing an employee-centered value proposition with a human-centered one, treating employees as people and not just as workers. It seems like a small, unimportant nuance, but putting people at the center of everything is always positive. Additionally, according to Gartner, progress in any area of human interaction can lead to a 28% increase in people recommending the company they work for . That is, the professionals themselves can become brand ambassadors. Why is EVP important? According to a Conference Board study, the top priorities for global CEOs in 2022 were attracting and retaining talent. This is one of the reasons that should prompt companies to define their value proposition, if they have not already done so.
Differentiating yourself from the rest through this proposal makes it easier to attract the attention of new talents and retain them. Another Gartner report indicates that companies that meet their employee value proposition (EVP) can reduce annual employee turnover by 69% and increase the engagement of new hires by 30%. Working on this proposal is something constant and should be personalized as much as possible to be able to offer a unique professional experience to each person. EVP y employer branding But, at this point, you may be wondering what the difference is with Employer Branding , since they are often confused. There really is no mystery to it. While employer branding is the promise you make to current and future professionals about what they will get from working at your company, EVP is how you deliver on that promise. To put it another way, it is one more step to turn words into actions or, rather, into benefits such as work flexibility, vacations or training courses. In addition, the employer brand includes the reputation and external image of a company. Therefore, although they are different concepts, they are intrinsically connected and if you notice that the EVP and the employer brand share many of the ideas, don't worry. This is what is expected and how it should be.