The employee value proposition is changing: how to keep up

“What can you bring to this role?”. It’s a standard interview question, and one answered by reciting qualifications, real-world experiences, and general personal qualities. It’s the combination of those, and the way they’re delivered, that makes the answer successful or not. The thing that’s not usually discussed as openly is what the organisation will offer them. That’s what’s called their ‘employee value proposition’ and it’s something you need to consider – especially now.

What is EVP?

In every job ad, there’s a section near the bottom that normally lists things like ‘competitive salary’, ‘beer on Fridays’, and ‘cycle to work scheme’ – things the organisation will give you if you work for them. Your EVP isn’t a million miles from that: it’s about the “value employees gain by working in an organisation”.  It’s more than salary. In fact, if you get your EVP right, you can cut the compensation you offer by 50% – saving the organisation money – not to mention decreasing turnover too.

Employee value proposition: examples of what’s traditionally mattered

In years past, the elements of what makes a good EVP have stayed fairly constant:

• Compensation, work-life balance, and stability in the workplace were the top three globally in 2018-2020
• Location was second top in the UK and Australia
• Future career opportunity, compensation, and people management also are high-ranking

While these aspects of EVP still certainly matter, the colossal shake-up caused by the pandemic has changed everything. Suddenly, people have a new perspective on work and what matters.

Developing an employee value proposition that meets changing expectations:

1. Consider the demand for flexibility

When the world went remote, it made people question the way we work. With productivity maintained throughout this period, it became clear that some of our working practices are arbitrary, unnecessary, and sometimes counterproductive. Now hybrid working, flexible hours, and more generous annual leave offerings are becoming the norm.  Employers should focus on flexibility – even taking it a step further to make people’s roles more flexible, switching up who they work with and the tasks they are given. 

2. Understand the importance of shared values

The world is increasingly conscious of climate issues, social justice, and other causes – and people are starting to expect the companies they use and work for to reflect their own values. Make your organisation’s purpose and values clear, and think about your corporate social responsibility.  This could look like giving your teams extra leave for volunteering, getting the whole company involved in awareness events, or changing your policies and processes to reflect new values – from eco-friendly practices to more equal parental leave packages.

3. Think about perks outside of the office

Given the rise of remote working, perks based around the office are less important. Ping pong, beer fridges, free breakfast – these are nice add-ons, but they’re not much of a draw if you’re mainly working from home.  Think about employee benefits that crossover into their day-to-day lives instead. Discounted gym memberships can boost physical and mental wellbeing, vouchers for food delivery can benefit their family too – and show that you acknowledge their life is more than just work – and company away days can make up for that lost time from working remotely.

4. Recognise that your employees are people

The most important thing you can do is recognise, and reflect, that work is just one part of life. Your employees have family and friends, hobbies and interests, goals and ambitions on top of whatever they do at your organisation.  Your approach here should be two-fold: firstly, don’t assume that work matters most to them. That means setting a good example about taking time off, and not working late or over the weekends, and not expecting that of them. Secondly, take steps to invest in them as people – considering their wellbeing, family life, personal and professional growth, and allow them the flexibility to do the same.

The answer? It’s time you started surveying

Experts agree that getting a “quantitative read” on changing workplace expectations is key right now. And if you want to learn how to measure EVP, the best way to do that is to start sending more surveys. We all know that annual ‘one and done’ questionnaires won’t keep you up-to-date with changing attitudes, so upping the frequency is important, but you should also vary your subject matter too. We don’t have a specific employee value proposition survey questionnaire, but we can go one better. At Qlearsite, we offer over 20 different question sets – on every topic concerning the employee experience you could imagine – so you can put a comprehensive picture together of what your people want, and where you’re falling short.  If you want to know how to create a compelling employee value proposition, that’s the best place to start. It’s fast, simple, and you can even get started for free – get in touch to learn more: