Employee turnover surveys, employee retention surveys and exit interview surveys gather information and perceptions from former employee and, or current employee about what it is like to work for the organization and what it takes to keep employee, keeping employees informed, interested and connected is critical to reinforcing value and confidence. As an example, the skills to manage employees on a day-to-day basis will likely fall to the project or sprint leads and product owners, while the employee value proposition in digital organizations will have to be promoted and owned by a new set of leaders.
Organizations appear to increasingly recognize that corporate social purpose can be leveraged to create value, build competitive advantage, enhance your organization reputation, and provide other benefits that can add to the bottom line, digitalization can be defined as the leveraging of technology to create customer experience, to become agile and unlock new value. So then, your team is energized by the clarity of your strategy, the magnitude of the market opportunity, your renewed client centricity and your increased employee value proposition focus.
Develop and communicate a strong employee value proposition, especially for top performers, although compensation remains a powerful tool in the total rewards arsenal, money only goes so far when it comes to creating an employee value proposition that keeps talent engaged via a compelling corporate culture. Of course, for any organization to become a great workplace it is important that the overall value proposition strikes a chord with the people.
Business leaders found real footing in the pursuit of flexible, networked ecosystem strategies, organizations are revisiting employee value propositions and focusing on defining employer brand to create a differentiated way to attract retain and engage talent, by the same token, attracting the best-fit talent is all about creating a compelling employee value proposition.
Many employers spend huge amounts of effort developing an employer brand and an employee value proposition, and if the reality is that employees are struggling at work, it becomes wasted effort, doing so will show the recruiter or hiring manager the value you can bring to organization. For instance, fostering internal growth helps contribute to your organization employee value proposition, offering a win-win situation.
Strategically employee value proposition and pull-factors will attract the most talented, you will discover a unique process to differentiate your organization and be inspired to build a brand that attracts and retains the right talent. Also, based on input from your employees about your culture and what makes you stand out as an employer, you developed the employee value proposition.
Ultimately, by leveraging data to engage the right people, you will have to be far better positioned to help your organization achieve its business goals, akin metrics will differ from organization to organization and will depend on your value proposition and what is important to your organization. For instance. And also, a skills shortage in the most important jobs needed to harness it is damaging the ability of the continents businesses to grow.
As a learning professional, you know the value of learning to the future success of your organization is as high as the value of any other key function, developing a clear employee value proposition will have to become increasingly important, furthermore, most importantly, your employer brand should be an asset in your efforts to attract the skills you need for your organization.
Want to check how your Employee Value Proposition Processes are performing? You don’t know what you don’t know. Find out with our Employee Value Proposition Self Assessment Toolkit: