Four Steps to Bring Your Employee Value Proposition to Life
According to research conducted by Gallup, 80% of the global workforce is ‘sleepwalking’ in their work (Gallup). That’s 8 out of every 10 employees who are not bringing their A-game to work. 8 out of 10 employees are not engaged in their role on a daily basis. So, what is the impact of this? Poor motivation, poor contribution, and ultimately poor productivity and profitability.
Take a moment to imagine YOUR workplace where every employee knows exactly what is expected of them, where they give their best each and every day, where they are committed to their company’s mission and values and motivated to contribute to the success of the company! Imagine YOUR WORKPLACE, where all your employees know their unique strengths, their personal power, and edge and how to purposefully apply them to their work on a daily basis.
How would that feel? Wouldn’t that be a great place to work? Helping your Leaders and your teams to do their BEST WORK and THRIVE?
To make this happen, you really need to explore your Employee Value Proposition (EVP). At FUTURENEERZ, there are 4 steps to bring your EVP to life so that employees bring passion, have a purpose that is aligned with the company, and deliver performance for the business.
Step 1: Your Reality Check
Assessing the “here and now” of your team – to understand where your team is at, their pain points and challenges, and what will help them do their BEST WORK and THRIVE?
One simple way is to employ a strong listening strategy/engagement survey. Your employees need to feel safe and heard. The Q12 is a simple but powerful tool that focuses on 12 engagement areas (Gallup Q12) and becomes a simple checklist of how to be a great leader!
What people don’t realise is that 70% of engagement is down to the manager (Gallup Engagement). So, no pressure! Let’s start with the managers and equip them with the tools to unlock the full potential of themselves, their teams, and the business.
Step 2: High-Definition Awareness and Impact
This is all about helping people to understand each other better through a common language of strengths (e.g. CliftonStrengths), which builds a trusting, psychologically safe space where we collaborate better to get things done.
Let’s create an environment where Leaders/Managers have confidence in their coaching capability, through a strengths lens that unlocks the full potential of their team driving passion, purpose and performance.
Step 3: Razor Sharp Alignment on your WHY | WHAT | HOW
Now that you are clear on yourself and your team, razor-sharp alignment is fundamental here – getting clear on your WHY, WHAT, and HOW. Culture simply comes down to "how we do things around here."
WHY does your company exist? What is your company/team's purpose? WHAT are the strategic priorities in order to deliver your WHY? HOW would you like to behave as a Team? What are the values, behaviours, and working principles that will help you deliver your WHY and WHAT?
The Lifestyle of an Infinite Mindset by Simon Sinek helps provide unity of purpose, clarity, and structure so everyone is aligned, has a common language, and is moving in the same direction, together!
Step 4: Purposeful communication and collaboration
The reality is some managers are uncomfortable and avoid having purposeful conversations with their teams. 74% of feedback conversations are demotivating (Gallup research on Feedback). 51% of people are not clear on what is expected of them. People are not aligning on their WHY, WHAT, and HOW. We need to help managers create powerful and robust ways of working and a feedback and recognition culture where everyone is clear on what is expected of them, they are truly seen for the contribution they are making to the business, and feel valued (The Check-In Conversation).
Bring your EVP to life and showcase what you are offering your current and prospective employees
The workplace of today requires you to know what’s going on with your employees, develop your future leaders who are clear on your WHY, WHAT, and HOW, and have the confidence and awareness to create powerful coaching conversations with their teams where everyone does their BEST WORK and is thriving. Each workplace is different, and your employee value proposition should reflect that: it’s a manifestation of what it means to come work for you. If your EVP isn’t spelling this out, how are you attracting and retaining your top talent?
