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7 Tips to get your EVP in shape

 

Has your Employee Value Proposition (EVP) been tucked away over the past year? Recruiters predict the global war on talent has not ceased. Closely linked with your brand and employee experience, your company’s EVP should spell out why someone would choose to join your organisation.

Your EVP should be simple, visual, engaging and an integral part of your brand. It needs to be relevant to your people.

Now is the time to get your EVP fighting fit with these quick tips.

 

 

What was attractive to employees two years ago is very different from what they want now.

The world has changed in a way none of us could have predicted. Your EVP needs to be relevant right now, reaching its target and engaging the right people.

 

 

 

Does your EVP meet the current desires of your people at every stage of the  employee lifecycle? Like setting habits for keeping in shape, so too should regular check-ins with employees wants and needs be a part of your program.

 

 

 

Just as a personal trainer can best meet your needs, so can a more personalised approach to using your EVP as a part of the employee experience. As in the consumer world, we expect our communication experiences to be more tailored to who we are, what our role is and where we are in our career.

 

 

Most importantly your EVP needs to be dynamic so that it adapts to an ever changing environment while still retaining its core essence and your organisational values.  We’ve seen so many companies with ‘stability’ at the core of their EVPs, only to lay off hundreds of people during the initial Covid-19 crush on businesses – something that none of us could have predicted. Your EVP also needs to be crisis-proof as well.

 

 

Employer brands and EVPs are stronger if they are co-created by the Human Resources, Internal Communication and Marketing departments to make sure they align with the employee and customer experience, and overall brand.

So reach out across your organisation and find the right partners to help give it the maximum workout.

 

 

Blend internal and external activity for healthy results. Look for opportunities were you can break down the barriers between ‘inside’ and ‘outside’ messaging. After all, your people are already doing it for you on social media. For example, some organisations partially open their intranet to newly signed employees to bring them into the fold. Berlin based recruiter Konstanty Sliwowski talks about this in his podcast on Showcasing your brand thorough recruitment on SoundCloud.)

 

 

Bring in a bit of expert help when you need it. At Open Communication we have developed EVPs for organisations across the world. We’re here to motivate, inspire and support you on your journey. The first step is just to get started.

 

About Open Communication

 

We’re a leading global internal communications consultancy who helps companies effectively communicate and engage with their people. From audits and strategy development to tactics and deliverables, we’ve got it covered. Visit opencommunication.com for more information.

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