Employee Value Proposition (EVP)

What is Employee Value Proposition (EVP)?

Employee Value Proposition, or EVP, refers to the total benefits package that an employer offers to employees in exchange for their productivity and performance. The key benefits mainly include career development opportunities, rewards, and changes in management style, work environment, and culture.

EVP is the complete mix of tangible and intangible benefits that describes why employees should choose to work for your organization. A strong EVP serves the following key purposes:

  • By offering a strong employee experience, a compelling EVP helps companies attract, engage, and retain top talent.
  • EVP provides a platform for employees to voice their opinions on the organization’s objectives, brand position, work culture, and core values.

Now, let’s understand its importance in today’s business landscape.

objectives of employee value proposition

Why is Employee Value Proposition important?

EVP is crucial for organizations as it helps attract, retain, and engage talent. A Gallup survey states:

“EVP is a crucial component of HR operations as it boosts performance and productivity levels by 10%, reduces employee turnover by 69% and increases business profitability by 30%.”

A compelling EVP is crucial to an organization for the following reasons:

  • Framing employee attraction and retention strategies
  • Role in employee engagement
  • Providing business competitive advantage
  • Aligning employees with corporate goals
  • Enhancing employee satisfaction and productivity
  • Influencing brand image

Let’s understand them below:

Framing employee attraction and retention strategies

A strong EVP highlights the organization’s unique attributes and helps attract top talent. Enhancing the workplace culture and environment also helps develop effective retention strategies.

Role in employee engagement

A strong EVP connects employees with the organization’s core values, culture, and mission. This connection boosts morale and overall productivity, leading to higher business profitability.

Providing business competitive advantage

In today’s dynamic landscape, a unique EVP sets an organization apart from its competitors and positions it as an employer of choice.

Aligning employees with corporate goals

A strong EVP aligns employees’ goals and aspirations with the corporate vision and mission. This boosts their productivity as employees understand their work’s impact on the organization’s success.

Enhancing employee satisfaction and productivity

A higher EVP leads to employees to feel their expectations are met, enhancing their satisfaction and productivity.

Influencing brand image

A strong EVP enhances both external and internal perceptions of the organization, positively impacting its brand image in the marketplace.

Now that we have explored the value that an organization’s EVP let’s delve into how it differs from the employer brand.

What is the difference between Employee Value Proposition and Employer Brand?

While both the terms sound similar, they have few clear distinctions; let’s explore them below:

Employer Value Proposition vs Employer Brand

Aspect Employee Value Proposition Employer Brand 
Definition Unique set of benefits offered by an organization in exchange of employee’s skills, experience, and performance. Perception of the potential employees and the public of the organization. 
Focus What organization provides to their employees How the organization is perceived as a workplace 
Components Compensation, benefits, career development, company culture, etc. Company culture, values, reputation, employee experience, etc. 
Purpose Attract, retain, and engage talent by highlighting the organization’s uniqueness. Shape the organization’s perception in the minds of the public and potential candidates. 
Communication Internal communication External communication 
Measurement Employee satisfaction and retention rates, engagement surveys, etc. Candidate perception, employee feedback, employer reviews, brand index scores, etc. 

This clears up all the doubts regarding Employer Brand and Employee Value Proposition. Now, let’s understand the five essential elements of the Employee Value Proposition.

What are the five pillars of Employee Value Proposition?

pillars of employee value proposition

The five pillars of Employee Value Proposition are:

  • Total compensation
  • Work-life balance
  • Career development opportunities
  • Culture and community
  • Mission and purpose

Let’s discuss them in detail below.

Total Compensation:

Total compensation comprises a fair mix of tangible and intangible benefits that employees receive from the organization. A holistic approach focusing on employees’ needs and expectations beyond basic salary packages helps create a distinctive employer image in the marketplace.

Work-life Balance:

In the post-pandemic era, with increased conversations around mental well-being, a balanced work life is gaining momentum. Organizations can enhance their EVP by offering benefits like hybrid workplace, paid time off, mental health programs, etc.

Career Advancement:

Career trajectory and professional advancement are top drivers of job satisfaction and employee motivation. Organizations that focus on succession planning, upskilling opportunities, and regular one-on-one meetings rank higher as preferred places to work.

Culture and Community:

43% of employees place work culture one of the top reasons for choosing an organization. Creating a company that promotes diversity, inclusivity, and a supportive environment makes it a top choice in the market.

Mission and Purpose:

Knowledge of the mission statement and the organization’s core purpose and values unites the entire workforce under a single umbrella, aligning their efforts to enhance the workforce’s overall productivity.

Thus, these five key pillars of EVP drive engagement levels by providing employees with a purpose in their daily lives, catering to their needs, and aligning their aspirations with the organization’s mission and purpose.

What are the benefits of Employee Value Proposition?

The main business benefits offered by Employee Value Proposition are:

benefits of employee value proposition

  • Improves employee experience (EX)
  • Attract the top talent
  • Reduce employee turnover
  • Enhances employee advocacy
  • Reduces recruitment cost

Let’s discuss them below:

Improves employee experience (EX):

EVP is designed around the employees’ values and expectations, leading to a better understanding of the organization’s key offerings in terms of compensation, benefits, career development, and company culture. This clarity enhances the employee experience and makes the culture more positive and purpose-driven.

Act as the differentiator in the marketplace:

A well-defined EVP helps organizations differentiate themselves from their top competitors. This unique identity gives them a competitive advantage in attracting top talent.

Reducing recruitment costs:

A survey reveals that a strong employer brand reduces the cost-per-hire by 50%. This is because the better an organization’s brand identity, the more likely people are to choose it as their ideal workplace.

Improves employee retention:

Organizations with a strong EVP place their employees at the heart of all their operations. This increases the job satisfaction levels and boosts the morale of the workforce, thus improving the employee retention rates.

Enhances employee advocacy:

A strong EVP creates engaged and satisfied employees who become the brand’s most prominent advocates. This reduces the overall cost spent on sourcing, interviewing, onboarding, and training new hire and reduces the new hire turnover rate.

Thus, EVP offers many essential benefits to organizations. Let’s examine how you can create an EVP for your organization.

How to create Employee Value Proposition?

Here is a guide on how to create an impactful EVP for your organization:

1. Analyze what your employees expect: Define the real purpose behind creating an EVP and understand your employees’ expectations. These questions will help you identify your employee needs:

  • What are the key reasons behind this program?
  • Who is the target audience of this activity?
  • Why did people join your organization?
  • What are the results of your engagement surveys?

2. Design an authentic and meaningful EVP: Once the initial data points are carefully analyzed, design your EVP by involving diverse employees from various levels and job roles. These criteria will help you in testing the effectiveness of your initial EVP design:

  • Degree of alignment with the organization’s vision, mission, and values.
  • Honesty in stating the benefits offered to the employees
  • Linkage between individual aspirations and organizations goals.
  • Unique feature that distinguishes you from competitors.
  • Alignment between internal and external brand image.

3. Communicate the EVP to existing and potential employees: Adopt extensive internal communications programs and targeted advertising strategies to communicate your EVP with both the existing and potential employees. Follow these practices to communicate effectively:

  • Timely delivery of EVP throughout the organization.
  • Follow a top-down communication channel.
  • Highlight the importance of the words used in your vision and mission statements.
  • Offer examples of using your EVP in real-life practices.

4. Integrate EVP in your daily operations: Your EVP must be actively communicated across the entire organization, especially the top management daily. Use supporting materials to help leaders, managers, and employees resonate with the EVP. The following activities will help in integrating your EVP:

  • Align your EVP with the organizational and employer branding strategies.
  • Highlight how the employees can use your EVP more efficiently daily.
  • Include EVP in recruitment, induction, and promotional activities.
  • Use your EVP in performance review and mentoring sessions to address the gap between individual and organizational expectations.

5. Measure and review the impact of your EVP: Measure the impact of your EVP with regular employee feedback, assessing the engagement levels and absenteeism and turnover rates. EVP reviews should be made a part of the following scenarios:

  • Annual review of the organizational budget and strategy.
  • Post a vital business change like relocation, merger, or restructuring.
  • Talent attraction and recruitment strategies for key roles and departments.

Thus, these steps help in framing an effective EVP for your organization.

How to measure your EVP?

After setting an efficient EVP for your organization, it’s essential to measure its effectiveness regularly. The below-discussed metrics can help you calculate the effectiveness and impact of your EVP:

  • Employee Engagement Surveys: Regular employee surveys to assess employee satisfaction, motivation, and loyalty to help understand employees’ perceptions of your EVP.
  • Retention Rates: Monitor the retention rate of your employees, especially the top performers, to fully understand the impact of your EVP.
  • Recruitment Metrics: Track metrics like applicants per opening, offer acceptance rates, and time-to-fill positions to understand their impact on potential employees and the public.
  • Employee Referrals: A strong EVP results in higher employee referrals as employees are more likely to recommend a good workplace to others.
  • Performance Metrics: Analyze individual performance metrics, as a more efficient EVP enhances overall productivity and job satisfaction levels.

Thus, these metrics help measure your EVP’s impact and suggest improvements to increase its overall effect on the workforce.

But the question arises how to design an efficient EVP and track it regularly?

Keka HR, one of the leading HRMS providers with a global presence, helps organizations streamline their HR processes and track the effectiveness of their EVP strategies. Keka’s reporting and analyticaltools provide valuable insights that can help organizations measure the effectiveness of their EVP strategies and make data-driven decisions to improve employee engagement and retention.

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