Why your EVP is more than just perks and office parties
For many organisations ‘company culture’ is a buzzword, or something promoted by the HR department. Now, according to a 2015 report by Deloitte, it is one of the most common challenges in the world’s workforce, with only 13% of the global workforce identified as being ‘highly engaged’.
Creating an engaged, effective and positive company culture can be challenging, and involves more than just installing a table tennis table, or providing a drinks cart on Friday afternoons or even mirroring the culture and environment of your closest competitor.
Workplace culture incorporates tangible and intangible elements including shared vision and values, teamwork and collaboration, communication and interaction including professional and social.
So, how can you ‘create’ a productive and engaged workplace culture?
Defining your employee value proposition (EVP) examines and documents the key benefits an employee can expect when they work for your organisation. The benefits include attracting higher quality candidates who are likely to perform better and stay longer as their needs are being met and the values are aligned.
Here are four simple steps to begin creating your EVP:
This can include surveys, personal conversations or group discussions with the team to understand their needs, expectations, and any areas for improvement. What personal goals, values or aspirations are being met (or not) by the organisation?
Review and assess the feedback from your team to evaluate how effectively the organisation is meeting their needs. How could the company improve their performance to meet the needs of a changing workforce? What motivates and inspires people to do their best work?
Your EVP should be a short and succinct statement that incorporates the organisational mission, vision and values. It must clearly articulate the workplace culture and the likely benefits an employee receive. Focus on your organisations competitive points of difference, rather than mimicking the universal claims of every other organisation.
Publish your EVP in current employee communication and all recruitment and marketing material. This will reinforce the workplace culture to your current team, and ensure your recruitment efforts attract the right candidates, including passive job seekers.
Great company culture is the sum of all the small parts of your organisation, and is important to team engagement, productivity and performance. PKL Recruitment specialises in business support and call centre recruitment for temporary, casual and permanent positions. We can help you succeed in finding the right candidate for your organisation. Visit http://pkl.com.au/find-staff for more information on how you can create a successful culture through effective recruitment.
About the Author – Rachel Stefanovski
Rachel Stefanovski is the General Manager of PKL Recruitment, leading the NSW and VIC state offices. Rachel takes great satisfaction in setting a strong and motivated team culture through engaging with intelligent and driven recruitment consultants. Contact Rachel directly via LinkedIn or email@example.com.