How to Build and Test an EVP – A Complete Guide
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“We do not see things as they are, we see things as we are.” – Talmudic Saying
Amol, an experienced logistics and operations professional was actively seeking a career opportunity with a company that matched his aspirations and values. He browsed through several corporate websites exploring the “life at work” sections in their career portal. One of the company websites he visited was that of Blue Miracle Company.
He was impressed by how the career section spoke about how they said that they were a company “working a miracle” in the Deep Blue for the fishing industry and how the people working there were referred to as “miracle workers”. He loved the way the website looked, the employee reviews it has and loved that people loved working there. He was applying for the role of a logistics manager.
He was enamored by the way everything appeared and was up for the challenge of working for something new. As his thinking was already aligned with what the company believed in, he was able to come out ahead of other candidates, landing his dream job in the company of his choice.
And where did it all start? With a brilliant employee value proposition!
Organizations across the globe are today vying for the attention of talented candidates. Lack of talent is one of the top challenges routinely faced by talent acquisition teams. And yet, most companies don’t put much thought into putting up a strong employee value proposition, a reason a candidate must have for them to want to work for their company ahead of any other company.
What is an EVP?
An employee value proposition (EVP) is the brand promise. Who are we as an employer and what value do we offer our employees? This is what an EVP is about. First, it should ideally be concrete and inspirational, and not just aspirational.
Second, it must be an experience that is confirmed by the candidate as they continue in the company. What the HR promises must be the same that the employee experiences from an employee engagement point of view.
Third, an EVP must be elastic enough so that every department and team across the organization can relate to it and make it their own.
Lastly, culture also begins at home. Make sure your talent acquisition team is having a great employee experience so that they can confidently sell it to others.
Why do you need an EVP?
• As per Gartner, only 31% of HR leaders think their employees are satisfied with their current EVP.
• 65% of candidates report they dropped midway into a recruitment process because of unattractive EVP.
• Employee engagement figures have remained flat since 2016.
• In a 2022 McKinsey survey, 41% of employees left their companies due to lack of opportunities to grow in their careers.
An EVP is the voice of your company that reaches your employees and tells them “How wanted” they are. There are three main reasons why you need an EVP. Let us look at them now:
Attract top talent
A great EVP allows you to attract the right talent. When you create an EVP that is aligned with your goals and your vision, you find employees seeking you out rather than you having to seek them out. This level of engagement with prospects is good news for you as you must spend less time and money on recruitment and aligning their voice with your brand’s voice.
Reduce employee turnover
Employees who receive clear, on-time communication of how valuable they are, stay on in the company longer, reducing employee attrition significantly. They will be satisfied in their role and influence others who might be dissatisfied as well, guiding them and correcting their course, improving overall productivity of the entire team.
Increase brand reputation
Your brand’s reputation will also increase with time, as you maintain a great employee value proposition. Your employees will spread the news among their relatives and friends, bringing in positive reviews not just from your employees but from within their network and possibly even a nod from your competition, who may even try to emulate you.
How has the EVP evolved?
As per the Gartner 2021 EVP Employee survey, incorporating the human aspects in EVP increases employee satisfaction by 15%.
EVP has evolved a lot since the pandemic. Since the mode of work shifted to work from home, organizations have been trying a lot to retain their star employees. To achieve this, organizations are focusing a lot more on employee delight. They are offering work from home amenities and opportunities to rest and recuperate for affected employees.
Organizations are also more focused on corporate social responsibility initiatives, with a focus on well-being and educational advancements in the communities around them. They have also been organizing health camps for affected individuals in communities ever since the pandemic.
These human-centric changes to the EVP has helped radically shift the focus of the EVP from something suggested by the management to something appreciated and respected by every employee. Employee-centric policies are common at the workplace these days, and this has largely reduced stress and improved the work-life balance and living conditions of each employee.
How to develop an EVP?
Stage 1 – Preparation
Groundwork to build a better employee value proposition: Analyzing employee wants and suggesting solutions
Every proposition arises out of a want. When these wants are not satisfied, you face a dissatisfied employee. The fishbone diagram below gives an idea of the various factors that can contribute to such dissatisfaction.
| Employee Wants | Obstacles | Solutions |
| Control over workday | Lack of predictability in the workload.
Too many stakeholders to communicate with. |
Prioritize tasks if possible.
Reduce the number of stakeholders for a given job.
|
| Flexible work penalties | Organizational policies cannot favour any one group of employees.
|
Create policies and make exceptions for affected people such as working moms, people needing special care etc. |
| Empathetic management | Management style depends on manager, the department, and workloads. | Send out periodic surveys to employees requesting feedback for their manager.
Discuss feedback with the manager and suggest ideas for change. |
| A better work culture | Work culture is influenced by diversity levels, sex ratios, office timings and leave policies among other things, which can be difficult to manage. | Hire diverse set of employees.
Make exceptions in leave policies for people in need. Promote ally ship and ERG participation among employees. |
| Work life balance | Company culture and policies, imposter syndrome, always-on communication and unclear work priorities. | Have a well-defined and consistent set of policies and foster a work culture that maintains work life balance.
Reduce the frequency of communication if possible. Managers must consult with their seniors and have clear cut tasks and priorities for each individual. |
| Support from colleagues | Unhealthy competition within the team and hustle culture.
Lack of focus groups that can render support.
|
Promote a work culture that ensures healthy participation and teamwork.
Form ERGs to help support people in each category. |
| Adequate remuneration | Monetary restrictions based on role, location and experience levels
Negative feedback from the manager |
Exclude capable and highly skilled employees from policy restrictions.
Discuss feedback with manager and try to improve on employee skill levels and then increase remuneration after a promised period. |
| Promote employee health and well-being | Lack of education regarding how to maintain health and well-being of each employee.
Lack of co-operation among the stakeholders. |
Circulate material guiding employees on tips to take care of their well-being.
Instruct manager on implementing fun activities to ensure employees are well taken care of. Discuss improvements in employee satisfaction levels after these steps and secure support from stakeholders. |
| Rewards and recognition | Inadequate support from the management and HR.
Lack of systems for performance management. Not knowing your people well enough and not knowing how to give recognition. |
Discuss this with stakeholders and secure their support.
Make use of performance management software. Managers and HR must be well acquainted with each employee under them and recognize their skills. |
Groundwork to build a better employee value proposition: Building a better work culture – A List of 20 Best practices
In addition to meeting employee wants, an organization must try and maintain a steady communication, inspire people to dream, and offer a fairer compensation, among others to ensure that the employee remains loyal, satisfied, and happy.
1. Keep a steady line of ongoing communication with every employee
“If there is a lack of communication, people fill in the blanks.” Peggy Frazier VP Global Talent Acquisition, Blackbaud (Formerly Microsoft & Apple)
When the communication with the employees stops, doubts set in regarding changes in policy and work requirements. Don’t leave room for doubt. Communicate regularly and effectively.
2. Sell your employees a dream, or rather inspire them to dream
If you want to build a ship, don’t drum up people together to collect wood and don’t assign them tasks and work, but rather teach them to long for the endless immensity of the sea.” — Antoine de Saint-Exupery, aviator and writer
Teach your team to be missionaries rather than mercenaries. When you train them to align their activities with the company’s mission and vision, then you have a better chance of achieving better growth than if they are focused on individual tasks.
3. Recognition and rewards are important for any employee
“People work for money but go the extra mile for recognition, praise and rewards” – Dale Carnegie, Leadership Training Guru
Recognize and reward your employees in a timely and equitable manner. Rewards and recognitions must be fair and transparent to everyone in every team.
4. Let them know that their work is making a difference in the world
“Even though the world is large, one person can still make a world of difference.” – Frank Sonnenberg, Award-winning Author
Companies such as Apple and Google are held in sanctity among places of work because they invite you to dream with them and they impress upon you the idea of how they are the great tech enablers of the transformation in the world.
5. Let your employees make mistakes, and let them learn from them
“Mistakes are the portals of discovery” – James Joyce, writer
Encourage your employees to make repeated attempts to solve a problem and guide them with suggestions. Be human and give constructive suggestions that will enable them to improve and come up with the correct solutions. Managers must take ownership of the mistakes made by their subordinates.
6. Let your employees follow flexible work arrangements
“Be clear about your goal but be flexible about the process of achieving it.” – Brain Tracy, motivational speaker
If your employees want to work from home, or if they want to follow a hybrid work schedule, allow them to do so. They may work better, and their productivity levels may go up, as evidence shows.
7. Give your employees the opportunity to learn and upskill themselves
“Live as if you were to die tomorrow. Learn as if you were to live forever.” – Mahatma Gandhi
To battle the problem of quiet quitting, employers have come up with the concept of quiet hiring. But to ensure that an employee from within an organization can take on a more advanced role, it is necessary that they upskill. Continuous learning programs must be instituted, and employees must be encouraged to participate in them.
8. Let employees not be overwhelmed by power distance
“Have no fear of moving into the unknown. Simply step out fearlessly knowing that I am with you, therefore no harm can befall you; all is very, very well. Do this in complete faith and confidence.” – Pope John Paul II
Let them know that they have nothing to fear and are always supported by their seniors.
Managers must welcome suggestions from the members of the teams they manage and actively consider them to improve the work that is done by the team. Technology must be used to bring people at different levels in a team and in a department together, where open suggestions can be made. An example of such a tool for project management is Trello.
9. Make the salaries to your employees very good, something that would even win the hearts of your competitors
“Do the right thing. It will gratify some people and astonish the rest.” – Mark Twain, author
Offer competitive pay so that the employees are satisfied and happy in their job role and have enough reserve money to maintain a great work-life balance. In fact, pay your employees so well that even the competition gets to learn from you. This will also lower attrition levels and improve productivity.
10. Let your employees participate in mental health and well-being programs and welcome even negativity in a positive way
“Clouds come floating into my life, no longer to carry rain or usher storm, but to add color to my sunset sky.” – Rabindranath Tagore, Author and Nobel Prize winner
Work-related stress can manifest as health problems such as back pain, headache and even depression. It can lead to lowered productivity levels and absenteeism. Combat these problems by holding health and wellness camps in your office, encouraging your employees to voice their concerns to a company doctor or counselor.
11. Support your employees in times of distress
“Try to be a rainbow in someone’s cloud.” – Maya Angelou, Poet and recipient of Presidential Medal of Arts
A flood or an earthquake must not end the careers of your most cherished employees. You must support them in times of distress and help them come out of it, not just for the human cause but because your company also owes it to them, and they are assets your company cannot give up so easily.
12. Convince your employees how much reputation matters and how reputed you are
“In a community, your reputation matters. In a strange place, your clothing counts.” – Hebrew Proverb
The reputation of a company matters to new recruits and even existing employees. People want to belong to a place they can highlight on their resume or share as a great place to work with their friends and relatives. It is a general opinion that job security, remuneration and work-life balance is better in reputed companies.
13. Let your employees know that they will be working together and working as a team to achieve more
“Great things in business are never done by one person. They’re done by a team of people.” – Steve Jobs
That’s a great quote, and one that inspires a team to come and work together. When people work together and in a team, there is greater collaboration, heightened creativity and faster results. All the members of a team must work in tandem to come up with solutions that delight customers.
14. Every employee needs parental leave too to appreciate their life in full
“What it’s like to be a parent: It’s one of the hardest things you’ll ever do but in exchange it teaches you the meaning of unconditional love.” – Nicholas Sparks, Author
Every employee wants more not just from work but from life too. The need to build a family is strong with most individuals and companies must allow employees to take parental leave to be with their children, helping and guiding them through life. Who knows? This might not just help your employee value proposition, but also bring out the managerial qualities in them.
15. Instil a spirit of diversity and inclusivity in the workplace and every employee
“We all should know that diversity makes for a rich tapestry, and we must understand that all the threads of the tapestry are equal in value no matter what their color.” – Maya Angelou, Poet and recipient of Presidential Medal of Arts
It will make your diverse workforce feel happy, content and safe at work. Ensure that you do not encourage any kind of hate speech, bullying or other forms of discrimination at the workplace.
16. Give your employees a work-life balance they will really cherish
“Be steady and well-ordered in your life so that you can be fierce and original in your work.” – Gustave Flaubert, Author and proponent of literary realism
If your employees lead a great life outside of work, then their engagement rates increase, and risk of stress and stress-related issues reduces greatly.
17. Give your employees the chance to explore new roles or new geographies, if it will help them
“If your world doesn’t allow you to dream, move to one where you can.” – Billy Idol, Songwriter and Musician
Allow your employees to move to a location that they feel would be more conducive to them, help them grow in their career, allow them more opportunities, and strengthen their finances.
18. Invest in your existing employees and prep them for better opportunities that exist in your company before you look elsewhere
“Be patient with yourself. Self-growth is tender; it’s holy ground. There’s no greater investment.” – Stephen Covey, Author and Motivational Speaker
Before you consider employees externally, look at the resources you already have and utilize them better. This does not include learning like the previous point did but includes on the job training.
19. Many employees crave a challenge, so present challenges to employees so they can grow and with it the company
“Obstacles don’t have to stop you. If you run into a wall, don’t turn around and give up. Figure out how to climb it, go through it, or work around it.” – Michael Jordan
Prepare employees for challenges at work and encourage them to embrace them and work at overcoming them. Inspire them to try as hard as they can and take the learnings from them and apply it to future challenges as well.
20. Give your employees a chance to bear witness to innovation in your company and inform them of the role they played in it
“If I have seen further, it is by standing on the shoulders of giants.” – Isaac Newton
Recognize the role that your employees played in the innovation happening in your company. This will give them more faith in the work they are doing and inspire them to continue the work with the same integrity and dedication they have presently.
Stage 2 – Development
Developing a great EVP
Assess your current offer
In this step, you must assess how delighted your employees are and what can be done to improve that. Some of the questions that you could ask to assess the state of employee value proposition and to build a better one in your organization are:
• What are the benefits that your company currently offers its employees?
• How are they recognized and rewarded?
• How frequently are office outings and meet ups in recreational spots organized?
• When was the last time that an employee gave a statement of praise during an exit interview?
• When was the last time that an employee was dissatisfied with their manager?
• What is the percentage of employee attendance and how can you improve it?
Interview existing and past/leaving employees
Interview existing employees through periodic surveys to gauge employee engagement levels. Record inputs from employees leaving your company at the exit interview stage. You could ask them the following questions:
Existing employees:
• What can be done to improve your work conditions?
• Are you happy with your manager?
• What feedback would you give your manager?
• Where do you see yourself in the company in three years and why?
• Are you happy with the rewards and recognition offered here?
Employee leaving the company:
• What promoted you to leave the company?
• Is there something that could have been done to retain you?
• Where you happy with the manager/management?
• Are you proud of any achievement of yours and why?
• What is the one thing that you wish to see change in the company?
Define the components of your EVP
1. Salary and other compensation
What is the net take home you are offering each employee? What can be done to better the average salary in the company? What compensations are you adding to the salary, such as vehicle and travel allowance? Your EVP must answer all these questions.
2. Attractive benefits
To each employee, offer benefits that they can really relate to. Do not provide benefits that make no sense to them. It should be something they like, they would love to talk about to others, and create a positive reputation for your company.
There are numerous benefits that employers can provide their staff, including:
• Healthcare
• Subscriptions
• Various insurance options
• Subsidised childcare
• Subsidised gym memberships
• Paid leave
• Paid professional memberships
• Education opportunities
• Retirement assistance
Highlight such benefits in your EVP.
3. Rewards and recognition programs for employee valuation
Reward your employees for the work they do. They are the ones who have been bringing your customer in non-stop and driving business growth. These rewards you offer could be holiday packages, additional paid leaves, discount vouchers on shopping websites etc. Recognition could be a shout out on social media, a letter of appraisal, or even just a pat on the back and a personal message of thanks.
4. Opportunities for growth in career
Many potential recruits aren’t just looking for their next job. They’re looking at the jobs they’ll have after that and want to build a clear path to achieving their career goals. Companies that offer training and development opportunities are attractive to these potential recruits. This can include undertaking further study, participating in training courses, mentorship, and job shadowing opportunities.
5. The workplace environment
How is the workplace with regards to employee safety? Do your employees feel safe and confident to work with you? What are you doing to ensure that there is no kind of harassment or abuse that happens? You must ask these questions if you want to build an EVP that highlights a workplace that is fair, inclusive and equitable.
Write the employee value proposition
It’s time to start writing your employee value proposition. To draft your employee value proposition, you could follow this blueprint or come up with one of your own, now that you have the components of the EVP ready. First you need themes for the EVP, which you can identify once you segment your employees and gather data from them through surveys. In the next step, identify the strengths and weaknesses in each category of the basic components of an EVP.
| Common Themes | |||
| EVP Category | Strengths | Limitations | |
| Rewards | Comprehensive health and wellness rewards that can be redeemed at service provider | Base salary is not competitive | |
| Lots of rewards and recognitions made possible by management | |||
| Organization | Strong organizational mission | Poor inter-departmental relationships | |
| Opportunity | Employees grow quickly at the organization | On-job training programs are very basic and there is no ongoing learning and development programs | |
| Environment | Employees support each other and there is strength in collaboration | Employee-manager relationship needs improvement | |
Now draft your EVP with these basic themes in mind, summarizing what general value you offer all your employees. In the next step, segment the EVP. By keeping certain foundational elements and selecting certain elements you want to emphasize, you can segment the EVP further for each role.
| Segment the EVP | ||
| Foundational Elements | ||
| Positive impact on the world
Periodic appraisals and bonuses A great work culture with low power distance |
||
| Employee Segment | Elements to emphasize | Statements to articulate these elements |
| Delivery partners | Generous holiday benefits | Delivery partners get no time away from continuous deliveries. That’s why we decided to give them vacation time benefits so they can relax and get their due of free and leisure time like they should. |
[Add EVP examples 3 of them – Nike, Shopify, and Google]
Examples of EVPs
Nike
“MAKE MOMENTS
Because we exist to serve athletes, we dare to design the future of sport. To us, innovation is about elevating human potential. We obsess the needs of the world’s best athletes, using their insights to create products that are beautiful and useful.
To make big leaps, we take big risks. Incremental change won’t get us to where we want to go fast enough. So we pursue moonshots — like developing the first self-lacing shoe, running the first two-hour marathon and committing to 100% renewable energy use in our facilities.
We unite diverse perspectives — scientists and shoe designers, coders and quarterbacks — to share knowledge of the body in motion. We house countless designers and innovators. That includes computer scientists, bio mechanists, physiologists, chemists, materials developers — even a planetary astrophysicist.
At Nike, it’s in our nature to innovate… and our mission is to bring inspiration and innovation to every athlete* in the world.”
The Nike life at work page is all about innovation, how they are at the forefront of sports innovation and “designing the future of sport”. They also say that they favour great leaps, only possible by hiring candidates with diverse skills.
They also suggest a number of roles to instil belief in the client that if he/she is intelligent and innovative, then they would be welcome there, and also to say that the work culture is very diverse and inclusive when it comes to what roles it can encompass. They also talk about sustainability in their employee value proposition, and how they use 100% renewable energy in their facilities.
Shopify
“# Things you should know
This is not zero-sum work. Our product enables entrepreneurship to create new value for the world and unlocks unlimited personal growth for the people who build it.
We all get shit done, ship fast, and learn. We operate on low process and high trust, and trade on impact. You have to care deeply about what you’re doing, and commit to continuously developing your craft, to keep pace here. That means Shopify is not the right place for everyone.
If you prefer a prescriptive corporate structure and an in-person office environment, that’s not us. If you’re seeking hypergrowth, can solve complex problems, and can thrive on change (and a bit of chaos), you’ve found the right place. It’s time to find your role.
Everyone here wants to be the world’s best at what they do. Some people who join us are already the world’s best at something: gold-medallist, chess grandmaster, Michelin-star chef. If this is you, hit VIP access at the top to convert your skills into high-performance Shopify roles.
Let’s go”
The Shopify employee value proposition starts by saying “this is not zero-sum work”. That is Shopify’s way of saying that the work that is done there is impactful work, designed to drive change in the world. Shopify also stresses on continuous learning and continuous improvement to thrive there.
The employee value proposition projects the people who work at Shopify as achievers and Shopify as a company that respects their achievements.
“Benefits at Google
We strive to provide Googlers and their loved ones with a world-class benefits experience, focused on supporting their physical, financial, and emotional wellbeing.
Our benefits are based on data, and centered around our users: Googlers and their families. They’re thoughtfully designed to enhance your health and wellbeing, and generous enough to make it easy for you to take good care of yourself (now, and in the future). So we can build for everyone, together. *”
The employee value proposition addresses Google employees as Googlers, promising “them and their families world-class benefits, supporting their physical, financial and emotional well-being”.
They also add that “benefits are based on data”, which means they are equitable and fair. And there is enough and more that you can earn to support yourself now and in the future. Which employee wouldn’t want to read this?
Promote employee value propositions using the right channels
Once you have got the EVP down, it is time to promote it as best as you can. First, you must let every stakeholder know about your employee value proposition. The recruitment team must be aware of every change that happens in the employee value proposition.
Managers at all levels in the organization must know about the employee value proposition, so that they contribute their views on it, more so because they are the ones who get to interact directly with the employees.
Employees must then be informed of the employee value proposition once it is finalized. Use email, social media and text messaging to reach your employees. Once it is spread internally, move to external channels. Make use of employee testimonials to spread the employee value proposition outside the walls of your company, to attract the right talent, be it from a customer, a client or another follower.
Review the results
Make use of metrics to analyse how well your EVP is doing. For instance, you could look at metrics like:
1. Increase in the number of followers on a social media platform.
2. Increase in the engagement from your followers on job-related posts.
3. Increase in the number of job applications.
4. Decrease in the number of complaints received from employees.
5. Improved employee satisfaction levels in surveys.
6. Reduced attrition rates.
If things aren’t working out, a bit of testing can help. Let’s move to the next section and test the EVP to know if it is working or not. Post testing you can return to the previous steps and begin writing the EVP after doing all the groundwork.
Stage 3 – Testing
Testing your EVP – Characteristics of a great EVP
10 Characteristics of a great EVP – Testing and Assessment Phase
1. Unambiguous
There should be no ambiguity in anything that is communicated to the employee. Any notes, especially on work-life balance and compensation, must be clearly presented during the recruitment process.
Questions to ask:
Does the EVP make effective use of specific examples to illustrate the employee experience and organizational culture?
If I only read the EVP, would I have a good sense of how the organization treats its people?
2. Transparent
What you see and feel is what you get. This is what the employee must believe about the company. The brand and organization ideology must be clearly articulated in the employee value proposition.
Questions to ask:
Does the EVP capture the reasons why I enjoy working for the organization?
Does the EVP accurately describe the rewards and recognition options offered by the organization?
3. Authentic
The employee value proposition must be authentic and true, and career progression and an employee’s journey in the company must not be misrepresented.
Questions to ask:
Does the EVP accurately capture my experience as an employee of this organization?
Does the EVP accurately capture current HR policies and programs?
4. Different
The employee value proposition must be unique so that the employees feel a sense of belonging and care that they will not find anywhere else.
Questions to ask:
Does the EVP effectively capture the unique aspects and benefits of working at the organization?
Is the EVP expressed in an interesting way that sets the organization apart from its competitors?
5. Relevant
The proposition presented to the employee must be relevant to the department and the employee in question.
Questions to ask:
Is the EVP relevant to the work, the work environment and the work style of the employee?
Are the components of the EVP relevant to the gender and race of the employee?
6. Consistent
The employee value proposition must be consistent across all touchpoints with the employee. This will help develop the employee’s faith in the company.
Questions to ask:
Does the EVP highlight what employees across all departments and levels of the organization value?
Are the components of the EVP referenced accurately in all communications across departments in the same company?
7. Elastic
The employee value proposition must be elastic enough so that every company can interpret the way it applies to them and still stay true to the organization’s ethos.
Questions to ask:
Is the EVP flexible enough to accommodate the aspirations and values of your team or department?
How can you remove any inconsistencies when understanding the EVP statement from the context of your team or department?
8. Empathetic
The employee value proposition must be empathetic and human centered. It must take into account the employees’ situation and suggest accommodation and solutions.
Questions to ask:
How helpful is the employee value proposition to working moms and people with special abilities?
Does the employee value proposition ensure that it will address the health and well-being needs of all employees?
9. Compelling
It must be compelling enough to ensure that employees believe in the company and stay on and continue to work there.
Questions to ask:
How persuasive and attention-grabbing is the employee value proposition?
Does the EVP succeed at showing this organization’s values and contributions to the community?
10. Amendable
It must be possible to amend the employee value proposition to stay abreast of changes in the work environment and the market.
Questions to ask:
How amendable is the employee value proposition statement and what are the areas that may need a change?
How can we frame the employee value proposition statement so that it remains relevant in the future as well?
Conclusion
An employee value proposition is more than a block of fancy language. It is the terms of engagement in the company, and the company and employees swear by it. It is not just aspirational but inspirational and defines the work culture of the company.
It sets out what benefits the company offers its employees and how it rewards and recognizes their achievements, be it designing the next Ferrari or architecting a successor to the Burj Al Arab building.
An employee value proposition is compelling and unambiguous for every employee and elastic enough to extend itself to every department in the company.
It reduces attrition and increases the reputation of the brand. These guidelines mentioned in this playbook are not written in stone though they are the result of years of experience.
If you want to create an employee value proposition every employee will delight in, then you need to harness some imagination and have a clear sense of purpose as well. You also need to invest a good bit of time and be patient. As Leo Tolstoy rightly remarked, “the strongest of the warriors are these two – Time and Patience”.
