Reed
Why employee value propositions are key for business growth
In the modern workplace, employee engagement is be- coming increasingly significant. As a business owner, you need to be giving your employees – and prospective employees – a reason to pick your company over others, especially as the employment market remains competitive. A good way to do this is by having a strong employee value proposition (EVP). In this article, we look at the importance of EVPs, how
they help retain and attract talent and how to create one that works for your business.
Last year, a survey found that nearly 72% of workers in Europe are quiet quitting, with only 13% feeling engaged and ‘thriving’ at work. T is insight is somewhat worrying, as quiet quitting can lead to workers either not feeling hap- py at work, more likely to be absent, not be as productive, and more likely to resign. In fact, our 2024 salary guides found that over half of
professionals in the UK (55%) are currently looking, or considering looking, for a new job – highlighting a need for businesses to audit what they are off ering their current and future talent.
With the skills shortage showing little signs of easing,
many organisations are increasingly turning to EVPs to help them to attract new talent. A strong EVP can help make or break this by outlining what your organisation stands for and what you can off er workers. In essence, it can be the reason why employees will join, stay and excel in your organisation. It will hold far more value for your employees than just a salary and it can do wonders for your employer brand, demonstrating your company’s dedication to the workforce and providing a good environment to work in.
Chris Willsher Regional Director Reed
Creating an EVP that works While an organisation’s employer brand is tangible, such as logos or visual identity, your EVP will consider the more intangible benefi ts. T ese can be developed through your company’s diversity, inclusivity and workplace culture. It’s important to remember that your culture is not just about a mission statement or values – it’s based on the everyday experience of your workforce and their reviews and opin- ions of your organisation. As such, there should be focus on what your workers
will need to thrive over the long term. You must balance the material off erings – such as salaries and benefi ts – with opportunities to grow, fostering connection, meaning and purpose. For instance, if your EVP was built around fl exible
working, you may find that offering policies that are even more adjustable than the new market normal will help fl exibility be at the core of how you look after your employees.
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