Reward as a USP in your Employee Value Proposition
When considering how to make the employee experience a selling point, employee opinion surveys can help you identify what to factor into a compelling employee value proposition (EVP). Consistent branding and messaging around any external and internal employee value proposition campaigns are important to underline what the company offers that employees truly value about working there.
Being clear on what the company believes in and what employees value enables HR to attract new talent, inspire current employees and be a source of pride for alumni who might be ongoing advocates of the brand. Whether this is the equality, diversity and inclusion or sustainability record of their employer, the investment in development opportunities or the flexible working arrangements that allow them to balance work with wider interests and responsibilities, the combination of these workplace benefits and values provide the basis of an authentic EVP which resonates with past and future employees.
Leadership and employee values intersect when it comes to effective performance management, performance reviews and career growth, as highly effective talent directly impacts the success of the whole business. The employee experience directly impacts the service they provide to customers, so engaged employees are more likely to go the extra mile and deliver innovative services. Businesses who invest in their employee experience reportedly outperform the S&P by 122%.
Applying marketing methods to the employee experience can be helpful to measure this success. Companies can start with Employee Net Promote Scores and employee satisfaction surveys to monitor the success of their employee experience programs. Sentiments of optimism and an understanding of how to put company values into action can be captured from the outset, setting a benchmark for monitoring the success of employee experience strategies.
It is important to note that cultures are built through a myriad of factors. The companies trialing the four-day working week shows how working patterns continually evolve. What works for one company is not for everyone – listening to employees’ views is the best way to assess what makes them come to work and what unites them.
“Our number one priority is company culture. Our whole belief is that if you get the company culture right, most of the other stuff like delivering great customer service or building a long-term enduring brand will just happen naturally on its own.”
Tony Hseih, former CEO of Zappos
Visible leadership where leaders engage in getting to know their employees and what matters to them can help companies monitor the ongoing impact of employee value proposition campaigns. How the workplace is adapting to campaigns designed to bring values to life can be monitored by observing whether values are being reflected through talking to people and success can be measured at different points through regular surveys.
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Reward plays a crucial role in delivering an employee experience that attracts and retains the right talent. Talk to us today to consider how you can ensure you uphold and deliver fair rewards for your people, while considering the wider factors affecting the employee experience such as whether they feel listened to and heard, whether there is open communication and whether values are regularly reinforced. Employers who seek to understand their employees can truly mobilise them to contribute to the success of the business.