How to achieve an effective EVP

Producing and delivering an effective Employee Value Proposition

An Employee Value Proposition (EVP) is the agreement between the employer outlining the benefits and key features for working in the organisation and the performance and contributions expected of the employee.

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An effective EVP enables organisations to stand out from its competitors, attract and retain talent and strengthen employer brand.  By integrating an

EVP that aligns the employer brand strategy with the internal and external communications plan, companies are fast recognising the cascading effect it can have.  From leadership communication to regular training and development; an open culture to attractive benefits; successful EVP’s are fast becoming key fundamentals to a company’s success.

According to Towers Watson’s latest Change and Communication Global ROI Research study:

Organisations who use their employee value proposition most effectively are five times more likely to report highly engaged employees. They are twice as likely to report achieving financial performance significantly above their peers. Organisations recorded higher performance when compared to companies that use their EVP less effectively.

“The employee value proposition is one of the best tools available for companies to engage employees, as well as attract and retain top talent,” says Richard Veal, head of Towers Watson’s Reward, Talent and Communication consulting UK practice. “Unfortunately, to many organisations, the EVP remains a hidden gem that is unshaped, overlooked or not utilised to its fullest extent. Our latest research provides important insights into what makes the best companies – those with highly effective EVPs – different.”

Making your EVP stand out from the crowd

But how can you achieve an effective employee value proposition and what are the key steps to overall success?  Here are our 4 steps for creating and implementing a company-changing EVP:

1. Collaboration

Gather a team which will enrich the EVP process and encapsulate the essence of the company as well as meeting the overall objectives.  A cross-functional team which includes marketing, communication, HR, team leaders and line managers can provide a more successful outcome.  By collaborating with different departments across a wide age range, this can shape an EVP which is more purpose-driven, achievable and sustainable.

2. Objectives

Once you have organised a unified team, ascertain the key objectives of the EVP. Define who you are as a company (vision and ethos), the services you deliver and the staff you employ. Consider what you need to succeed internally and externally and the competitive market you operate in. This will help define your overall employer brand, your brand positioning and what you need to evolve and expand in your industry.

3. Internal implementation

Your employees are your biggest ambassadors. Therefore, it is imperative that you incorporate your EVP into company inductions, reward and recognition schemes, communications and business strategies. This shows your employees that the ethos of the EVP is readily integrated throughout the company and not a pipedream.

4. Communication

Once you have created your EVP use creative channels to communicate it to the people you are trying to attract. Adapt company websites, external advertising and interview processes; this will give prospective talents an opportunity to determine if they would make a good fit for your business. Consistently communicating through branding, PR, social and marketing can help audiences develop a positive perception about the company. As a result it will add value, attract and retain talents and position your company as ‘an employer of choice’.

With an effective EVP you will have candidates fighting to work for you and employees fighting to stay with you!

Have your say and tweet us @ClearVoiceComms

At ClearVoice™, we are experts in delivering employee communication and engagement solutions. We inspire, motivate and transform your workforce to increase your company’s productivity and profits. For more information or help with creating and delivering a strategically focused EVP, call or email us today and let us show you how engagement can boost your organisation.

Onboarding Employees

Onboarding Hurdles

Recruiting and onboarding new employees can be a tiresome if not long-winded exercise. Often recruiters spend large amounts of time interviewing and assessing if that candidate is right for the role and company.  However, many organisations fail to take the candidate one step further and consequently, must repeat the recruitment saga once again. But what is onboarding? And how do you avoid reoccurring recruitment processes and ensure your early onboarding process is successful?

Onboarding 101

A well-organised onboarding process outlines exactly what a recruit needs to prepare, start and immerse themselves into a new role. This includes any physical assets they need such as equipment, stationary and business cards. Secondly, company documents such as strategies, policies and procedures and the employee handbook. And, most importantly, it includes peer support introductions and line manager identification. 

According to the Center of Generational Kinetics one-third of your new hires will decide if they want to stay at your company long-term within one week of starting the job.  Therefore, pre and post engagement is crucial to retaining staff interest from the moment they have decided to join!

From onboarding apps used by big brands such as Pepsico to engagement platforms including the UK’s renowned, keeping staff’s interest in their role is paramount in sustaining employer brand attractiveness.

Onboarding checklist

To ensure that your onboarding process is effective, check out our 8-tip guide for engaging and retaining staff, easily and effectively:

  1. The aesthetics: Order & prepare new equipment a week before the candidate starts; providing them with exactly what they need from the moment they walk in the door.
  2. Policies & procedures 101: prepare a welcome pack with a full 101 of the company background, current policies and procedures, and a checklist of forms which need completing before the end of their first week.
  3. The guided tour: Assign a Mentor to the candidate with a full company induction and tour of the building (facilities are always a must!).
  4. Company understanding: Make time to go over what the company’s USP’s are, target audience and main objectives.  It may not be relevant to the role but it is pertinent to their overall understanding.
  5. Shout out to the team: A new candidate warrants a shout out to the team they are working with and to the entire company. Also, the staff newsletter is a great channel for internal declarations.
  6. Staff training & protocol understanding: Ensure the recruit understands the functionality of the tools or systems they will be using, giving clear and concise training and supporting materials.
  7. Schedule periodic 1:1’s with line managers: Provide ongoing support from day one.  1:1’s are vital in ensuring the new candidate is settled and comfortable with the new role, encouraging engagement every step of the way.
  8. Inspire & motivate: High staff retention is down to the engagement of your team.  Inspire, motivate and incentivise all members of staff; giving them reason to go above and beyond their role.
Have your say

Tweet us @ClearVoiceComms

 At ClearVoice™, we are experts in delivering employee communication and engagement solutions. We inspire and motivate your workforce to increase your company’s productivity and profits. For more information or help with onboarding and retaining staff, call or email us today and let us show you how engagement can boost your organisation.