An Employee Value Proposition (EVP) forms the core of your employer brand. It is the promise you make as an employer to both your current and future employees. A good EVP gives them insight into what they can expect from your organisation and highlights the unique work experience you offer. But an EVP on paper is only the beginning; the real challenge lies in the execution. How do you make sure your EVP actually makes an impact? In this blog, we discuss four essential steps to bring your EVP to life.
Step 1: The Basis of a Strong EPP
An effective EVP starts with a thorough understanding of what makes your organisation unique. What are the values, culture and work experience your employees offer? This requires input from your current employees, as they know the organisation best. Ask them what binds them, what they value and where improvements can be made.
In our view, a strong EVP for 80% consists of reality and 20% of ambition:
- 80% Reality: These elements are based on the current experiences of your employees. What makes your organisation authentic? What values and work experiences do employees recognise in their daily work?
- 20% Ambition: This is the space for growth. Where do you want to go as an organisation? What is the dot on the horizon for your employment?
Finding this balance ensures that your EVP is both authentic and forward-looking. It gives an honest representation of current work experience while inspiring growth.
Step 2: Bring Your EVP to Life
With a solid EPP on paper, it is time for action. The document should be more than nice words; it should be palpable in every layer of your organisation. Integrate your EVP into all aspects of your employer brand, from recruitment campaigns to the daily employee experience.
A few key points of interest:
- Contact moments: Make sure your EVP is visible during the application process, onboarding and in daily interactions. Let candidates and employees experience your organisation's values and culture.
- Authentic Integration: Don't just put your EVP on your website or in job postings, make it part of how you deal with employees. It should be reflected in the work experience.
By consistently and credibly integrating your EVP, it becomes a living part of your organisational culture.
Step 3: Focus on Quick Wins
While a broad approach is important, you can start with simple improvements that have an immediate impact. These so-called 'quick wins' make your EVP tangible for employees and candidates.
Examples of quick wins:
- Adjust job postings to better reflect your organisation's values and culture.
- Update the onboarding process so that new employees feel immediately welcome.
- Introduce small changes to the work experience, such as better communication of growth opportunities.
With these quick steps, you get immediate results and create a positive impression with both current employees and new talent. At the same time, these successes give your organisation room to work on more far-reaching changes.
Step 4: Make Your EVP Sustainable
An EPP is not a static document. It should continue to grow with your organisation and the needs of your employees. Regular review and adaptation are therefore crucial.
What can you do?
- Actively involve employees: Ask for feedback regularly to keep your EVP relevant and up-to-date. This not only increases employee engagement but also makes them feel heard.
- Keep ambition alive: The 20% ambition in your EVP should be regularly updated to stay in line with developments in the organisation and the market.
A sustainable EVP not only reflects current work experience, but inspires employees to grow together towards a shared future.
Conclusion
A powerful EVP is more than a promise; it is a tool to strengthen your employer brand and attract talent. It starts with a solid foundation of reality and ambition and is then brought to life through action. Start with quick wins and slowly build sustainable change. That way, you ensure your EVP doesn't just exist on paper, but makes a real impact in your employees' work experience and makes your organisation more attractive to new talent.
Are you ready to bring your EVP to life? Start today and see how your employer promise become a reality.
