{"id":252782,"date":"2023-03-14T09:03:35","date_gmt":"2023-03-14T07:03:35","guid":{"rendered":"https:\/\/mypr.co.za\/?p=129731"},"modified":"2023-03-14T09:03:35","modified_gmt":"2023-03-14T07:03:35","slug":"is-the-grass-greener-on-the-other-side-addressing-the-evp-employee-value-proposition","status":"publish","type":"post","link":"https:\/\/www.myza.co.za\/press\/is-the-grass-greener-on-the-other-side-addressing-the-evp-employee-value-proposition\/","title":{"rendered":"Is the grass greener on the other side? Addressing the EVP (Employee Value Proposition)"},"content":{"rendered":"<aside class=\"scaip scaip-1 \">\n<aside id=\"republication_tracker_tool-2\" class=\"republication_tracker_tool clearfix\">\n<h5 class=\"adtitle\">Republish for Free<\/h5>\n<div class=\"license\">\n<p><button name=\"Republish This Story\" id=\"cc-btn\" class=\"republication-tracker-tool-button\">Republish This Story<\/button><\/p>\n<p><a class=\"license\" rel=\"noreferrer license noopener\" target=\"_blank\" href=\"http:\/\/creativecommons.org\/licenses\/by-nd\/4.0\/\"><img decoding=\"async\" alt=\"Creative Commons License\" class=\"lazyload\" src=\"http:\/\/www.myza.co.za\/press\/wp-content\/uploads\/2023\/03\/is-the-grass-greener-on-the-other-side-addressing-the-evp-employee-value-proposition.png\"><\/a><\/p>\n<p><img decoding=\"async\" alt=\"Creative Commons License\" src=\"http:\/\/www.myza.co.za\/press\/wp-content\/uploads\/2023\/03\/is-the-grass-greener-on-the-other-side-addressing-the-evp-employee-value-proposition.png\"><\/div>\n<div class=\"message\">\n<p>Republish our articles for free, online or in print, under a Creative Commons license.<\/p>\n<\/div>\n<\/aside>\n<\/aside>\n<p>The Employee Value Proposition (EVP)<\/p>\n<p>For most organisations, people are their biggest cost but also their biggest asset, and, often a source of competitive advantage. It has become increasingly challenging to not only attract but also retain talented individuals in today\u2019s world of work. Many factors impact an individual\u2019s motivation to seek new employment opportunities, and, in some instances, these are outside of the organisations\u2019 control. However, more often than not, there are at least some organisational factors at play when employees seek or entertain new employment opportunities.<\/p>\n<p>It could be a case of \u2018the grass is greener on the other side\u2019 but where staff turnover and finding new talent is causing a concern, organisations should look into their brand as an employer and their overall Employee Value Proposition (EVP).<\/p>\n<p>EVP can be understood as a set of unique value adding factors that an individual would benefit from by choosing you as their employer of choice. Every single organisation has an EVP, regardless of whether they are aware of what makes theirs up or not. It is not something an employer has complete control over either since it relates to employees\u2019 unique needs and perceived experience of those things that they regard as value-add.<\/p>\n<p>Previously, EVP was seen to be mainly focused on tangible perks and monetary incentives. However in today\u2019s complex employment landscape, the value proposition needs go far beyond offering competitive salaries and the most comfortable bean bags. The biggest contributing factors to EVP are often intangible and much harder to identify and quantify, let alone impact. Organisations leading in talent and retention clearly understand this and as such, have a competitive advantage in the talent market over other employers who are not looking into their total offering.<\/p>\n<p>Intentionally understanding the organisation\u2019s EVP should be a key focus area when developing People Strategies.<\/p>\n<p><strong>So, what are some of the factors that could be considered when trying to unpack your EVP?<\/strong><\/p>\n<p><strong>Remuneration and benefits<\/strong> \u2013 Organisations should strive to ensure these are fair and equitable, both internally and externally. Beyond this though \u2013 remuneration alone is not a motivational factor for an enduring length of time.<\/p>\n<p><strong>Company culture<\/strong> \u2013 The intricate, unique and tacit characteristics of the organisation that largely steer the attitudes and behaviours of all employees. Often developing organically over time, it shapes the way the organisation operates to a large extent.<\/p>\n<p><strong>Leadership<\/strong> \u2013 A big factor impacting employee dissatisfaction, and ultimately staff turnover, is very often related to their experience of their direct managers or others in leadership roles. Conversely, a positive experience may often foster stronger organisational commitment than almost any other factor. Leadership skills do not necessarily come naturally to many that find themselves in a people management role \u2013 Investing time and resources in developing these skills can have a great positive impact on EVP over time.<\/p>\n<p><strong>Flexibility<\/strong> \u2013 The expectation from employees regarding flexible working arrangements has changed significantly over the last 3 years. For many, this holds much weight in how they value the organisation as an employer of choice due to the work life balance flexibility offers.<\/p>\n<p><strong>Job satisfaction<\/strong> \u2013 The employees\u2019 perception of how well their job experience provides the things that they view as most important. As examples: work that is meaningful; a sense of purpose; interesting or challenging tasks; opportunities for creativity; support from managers and colleagues; etc.<\/p>\n<p><strong>Opportunities for vertical or horizontal growth<\/strong> \u2013 Either through external study support, internal learning and development programs, coaching and mentoring opportunities or being involved in special projects etc.<\/p>\n<p><strong>Recognition<\/strong> \u2013 From managers and among colleagues can significantly impact employees\u2019 experience of working for an organisation over another.<\/p>\n<p>Each organisation has a unique and complex set of factors that combine to determine their overall EVP so the aforementioned list is by no means exhaustive. An employer could be at a competitive disadvantage in the talent market if they did not take the necessary time to objectively determine what is believed to be their current value proposition; assessing if this belief is shared by employees and devising a strategy to attempt to remedy any identified gaps over time.<\/p>\n<p>Written by: Leanne Visser, General Manager \u2013 Western and Northern Cape<\/p>\n<p><a href=\"http:\/\/mypr.co.za\/contact\/featured\/\">CLICK HERE to submit your press release to MyPR.co.za for free<\/a>.<\/p>\n<p> <span class=\"post-views-icon dashicons dashicons-chart-bar\"><\/span> <span class=\"post-views-label\">Press Release Views since 1 July 2022:<\/span> <span class=\"post-views-count\">17<\/span> <\/p>\n<div class=\"entry-pagination pagination\">Pages: <span class=\"post-page-numbers current\"><span class=\"screen-reader-text\">Page <\/span>1<\/span> <a href=\"https:\/\/mypr.co.za\/is-the-grass-greener-on-the-other-side-addressing-the-evp-employee-value-proposition\/2\/\" class=\"post-page-numbers\"><span class=\"screen-reader-text\">Page <\/span>2<\/a><\/div>\n<p><a href=\"https:\/\/mypr.co.za\">Source: MyPR.co.za<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Republish for Free Republish This Story Republish our articles for free, online or in print, under a Creative Commons license. The Employee Value Proposition (EVP) For most organisations, people are their biggest cost but also their biggest asset, and, often a source of competitive advantage. It has become increasingly challenging to not only attract but [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":252783,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_genesis_hide_title":false,"_genesis_hide_breadcrumbs":false,"_genesis_hide_singular_image":false,"_genesis_hide_footer_widgets":false,"_genesis_custom_body_class":"","_genesis_custom_post_class":"","_genesis_layout":"","ngg_post_thumbnail":0,"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_publicize_message":"","jetpack_publicize_feature_enabled":true,"jetpack_social_post_already_shared":true,"jetpack_social_options":{"image_generator_settings":{"template":"highway","default_image_id":0,"font":"","enabled":false},"version":2}},"categories":[9021,1],"tags":[3257],"class_list":{"0":"post-252782","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-mypr","8":"category-south-africa","9":"tag-mypr","10":"entry"},"jetpack_publicize_connections":[],"jetpack_featured_media_url":"https:\/\/www.myza.co.za\/press\/wp-content\/uploads\/2023\/03\/is-the-grass-greener-on-the-other-side-addressing-the-evp-employee-value-proposition.png","jetpack_sharing_enabled":true,"_links":{"self":[{"href":"https:\/\/www.myza.co.za\/press\/wp-json\/wp\/v2\/posts\/252782","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.myza.co.za\/press\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.myza.co.za\/press\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.myza.co.za\/press\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.myza.co.za\/press\/wp-json\/wp\/v2\/comments?post=252782"}],"version-history":[{"count":0,"href":"https:\/\/www.myza.co.za\/press\/wp-json\/wp\/v2\/posts\/252782\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.myza.co.za\/press\/wp-json\/wp\/v2\/media\/252783"}],"wp:attachment":[{"href":"https:\/\/www.myza.co.za\/press\/wp-json\/wp\/v2\/media?parent=252782"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.myza.co.za\/press\/wp-json\/wp\/v2\/categories?post=252782"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.myza.co.za\/press\/wp-json\/wp\/v2\/tags?post=252782"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}