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Your Employee Value Proposition (EVP) is defined by what you offer your employees. What do your employees get from you in return for their time, their effort and their engagement? Perhaps a well-defined career path, working out of a prime location, excellent pay and secondary benefits?
   
Based on our international research, we identified a best practice of four different steps to maximise the effect of your EVP on the attraction, retention and engagement of your staff. Find out what you can do to get the most from your EVP.

Step 1: Measure the fit between employee needs and your organisational offerings
The first step in maximizing your Employee Value Proposition is to measure your optimal EVP. Measure the fit between what you offer your employees and what they really want. Do this at least on an annual basis.

From our international research, we find that 55% of European Top Employers measure the fit between employee needs and organisational offerings at least annually. Dutch Top Employers are well ahead in this field in comparison with the European market; 71% of the Dutch Top Employers measures this on an annual basis.

Step 2: segment employee groups based on their needs
Specific employee groups have specific needs. Identify and segment these specific employee groups. Make sure the Employee Value Proposition fits with each employee group and their needs.

54% of Top Employers in Europe have defined specific employee groups based on their wishes and desires. The percentage of Dutch employers that do this is also in this respect higher: 58% of Top Employers in The Netherlands have policies in place to identify and segment their staff in specific employee groups.
 
Step 3: communicate your offerings to your employees
Step three in optimizing your Employee Value Proposition is to communicate all your offerings to your employees. Make a formal statement on what exactly you offer your people. Think of rewards, benefits, personal development... Make sure they know exactly what they are entitled to, what they are offered, what characterises your organisation and what differentiates you as an employer from other employers out there.

Here again Dutch Top Employers are doing extremely well in. 87% have a formal statement on employee offerings, which is communicated to them through various means. European Top Employers have this step in place too; 83% have formally defined this in their HR strategy and secured this in their HR policies.

Step 4: develop a three-year outlook on your employee offerings
From our research we see that outstanding employers are able to maximize their EVP based on the above-mentioned three best practices. And the cream of the crop takes it even one step further.

Our international research shows that companies that develop a three-year strategic plan to anticipate the future employee needs and desires and organisational offerings already have significantly lower shortages of professionals NOW!

Make a long-term strategic plan to anticipate the future needs of your employees in this rapidly changing talent marketplace. Looking ahead doesn’t only yield results in the long term, but you get immediate benefits from your vision on your Employee Value Proposition by getting and keeping the best people.

36% of European Top Employers already have this three-year strategic outlook on future employee needs and desires and their organizational offerings. The Dutch employers are somewhat behind on the European group. Of all the Dutch Top Employers, only 29% do this.

It is quite clear that even though many employers have clearly defined their Employee Value Proposition, there is a lot that can be improved in the strategic development and execution of their EVP.  Now, where you stand with your Employee Value Proposition? Get going, and start maximizing it based on these four best practices.