There is a lot of jargon and acronyms in the world of HR, EVP (Employee Value Proposition), PIP (Performance Improvement Plan), Core Competencies, TNA (Training Needs Analysis)… I could continue on. However, the point is you could be forgiven if it seems like I am speaking another language. This begs the question, are we overcomplicating things?
One of the most frequent questions we receive from clients is “how can I attract and retain great employees?” We are operating in an environment today where our employees are one of our most important resources. When we attract and retain the best talent, we provide our organisation with a significant competitive advantage.
You’ve probably heard the famous Richard Branson quote “Clients do not come first. Employees come first. If you take care of your employees, they will take care of the clients”.
So where do you start?
Asking yourself these four questions will really help determine the strategic direction your organisation should be taking, to not only identify your EVP (employee value proposition = why should people work for you) but also what you need to do to practically embed it.
- Why would employees want to work for us?
- What is our point of differentiation (competitive edge) that will help us attract and retain the best talent?
- External – how do we communicate this to potential employees? I.e. what is our EVP marketing strategy?
- Internally – if I was to ask a random group of 20 employees in your organisation currently, why they work for your company, would the overall results reflect your current EVP?
The transformation that will occur when the above is a true focus is significant. If talent attraction, engagement and retention are your priorities, this is a great place to start! Remember, keep it simple, it doesn’t need to be over complicated.