![]() □ Step 3: Empower! Take charge of your career destiny. ![]() □ Step 2: Acknowledge! We all have non-negotiables when it comes to values. □ Step 1: Reflect! Are you feeling unheard or undervalued? It's time to chat openly and respectfully with your employer about your concerns. But, hear me out, misalignment arises when YOU and your employer see the world from different lenses!ĭoes it mean they're wrong or you're wrong? Absolutely not! We all have our own unique perspectives. Toxicity can stem from a lack of accountability, zero transparency, and a disregard for employees' well-being. We've all heard the horror stories of truly toxic workplaces, and trust me, HR takes them seriously! But what if I told you that not every tough boss or difficult work environment is toxic? It might just be a clash of values! I wrote for Sifted on exactly this topic last week, check out the full article in the comments □įACT: Not every employer we find challenging is TOXIC. Keep surveying your employees every 6 months or so, and reviewing your EVP to make sure it reflects your culture and appeals to the type of people you want to retain and hire. Companies have a tendency to wait until everything is perfect to publicise it, but that approach is inefficient. Don't wait years to define it and shout about it, get started now and reap the rewards. Your EVP will evolve as your business grows and changes. Use it! Get employees showcasing it through their stories, talk about it on social media, use Flexa to get discovered for it. Your EVP is your most powerful talent attraction tool. Create templates for a consistent message across all platforms. How you talk about your EVP will vary depending on whether you're writing for a job advert, your careers page, company profile pages, social media, or in interview. You can weave in values or behaviours at this point, too. Only commit to things that are definitely true (don't build an EVP that doesn't reflect the true company working environment). Keep the questions simple, and the survey fast, and focus on areas like flexible working, culture, DEIB, pay, reward and recognition, etc.Ĭollect the qualitative and quantitative data, and build out your pillars. ![]() ![]() This can be done before or after the focus group to get a wider pulse check from your employees. Get people together to write down all of the things on offer at your company (flexible working, benefits, culture, reward, progression), reasons why someone would want to work there (these might be the same or different to the above like mission), and reasons that people wouldn't want to work at your company (pay not amazing, fast-paced, unpredictable, etc.) These are the simple steps you need to take to get started with your EVP □ Every business has an EVP, it's just probably not defined yet. ![]()
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