If you’re in HR, there’s a strong chance you will know this phrase already… but for everyone else – especially those looking to venture deeper into the culture side of things – here’s a breakdown of what EVP is, how you can build a great package for your company, and importantly, what NOT to do!
An Employee Value Proposition (EVP) is the unique mix of benefits, culture, and opportunities an organisation offers in exchange for an employee’s time, skills, and commitment.
It includes everything that makes a company attractive to current and prospective employees – let’s explore how to maximise yours.
What is an EVP?
An attractive EVP (Employee Value Proposition) is especially useful if your pay rates are not going to stand out against the competition – many candidates look further than salary when assessing a new role, especially if it is a big move. Consider your target audience and the benefits that would be meaningful to them.
Does your company offer:
Compensation & rewards (competitive salary, performance bonuses, profit sharing, commission schemes, overtime pay, annual salary reviews)
Work-life balance (flexible hours, hybrid/remote working, enhanced holiday allowance, paid parental leave, sabbaticals, reduced summer hours)
Career development (training funding, mentoring, internal promotion paths, training budgets, apprenticeships, job rotations)
Health & wellbeing (private healthcare, dental cover, mental health support, gym memberships, health screenings)
Perks & discounts (staff discounts, cycle-to-work scheme, free food, travel subsidies, birthday off, recognition schemes)
Culture & purpose (clear mission, inclusive culture, sustainability efforts, social events, transparent leadership)
All the small things
You may be surprised what makes a difference in different environments.
These aren’t huge budget investments but they do show thought, care and a willingness to make work more enjoyable. Here are some examples of small, environmental changes that led to an increase in employee happiness at work:
Factory workers – moods were lifted when they were told they’d be getting a radio. Repetitive tasks were eased with the introduction of music, which also boosted team morale and created a shared atmosphere.
Office workers – appreciated the addition of houseplants, a proper coffee machine and fragrance diffusers. These small touches made the space feel calmer, more welcoming and less clinica.
Drivers – were fed up with hearing the same songs every day on the radio. A simple music streaming membership gave them more variety and control over their day, turning long drives into something they could enjoy again.
Warehouse staff – who often skipped breaks in cold months started using the canteen more regularly after the addition of a microwave and a supply of free tea and coffee. It became a place to genuinely relax and warm up.
Retail staff – reported better moods and more engagement when they were allowed to personalise their name badges or choose the in-store playlist on certain days. Small gestures made them feel seen and valued.
Night shift teams – felt more connected and less forgotten when management started leaving out fresh fruit, snacks and hand-written thank you notes during out-of-hours work. Visibility goes a long way.
Don’t stretch the truth too thin…
Promoting a culture or set of values that employees don’t genuinely experience can do more harm than good. A mismatch between what’s promised and what’s lived leads to disengagement and turnover.
Consider:
Do employees actually feel the values listed on the company website?
Would their description of the culture match the one shown to candidates?
Are internal benefits and policies consistently applied across teams?
If your company is trying to improve their benefits package, it may be a great starting point to simply ask current employees what they value, and what else they’ve seen on offer with other companies. You may hear a lot of interesting points from companies their friends and family members are working for.
Feeling inspired?
A strong EVP doesn’t need a huge budget, just honesty and alignment. The best way to build one is to listen to employees, understand what they value most, and use that to shape a proposition that’s both attractive and real.
If you’d like to talk with one of our Essential Professional team about improving your candidate appeal, complete a call back form and one of our experienced consultants will be in touch:
