Defining Your Employee Value Proposition. 34 Surprisingly Useful Questions to ask Your Team.

Giving employees a reason to work for an employer and reflecting the company’s competitive advantage.

Times are changing. The employer is no longer the only one evaluating and making decisions.

That’s right! Nowadays not only the employees are evaluated but also employers and their organizations.

And besides, professionals in the field tend to thoroughly analyze the pros and cons of the company, comparing it to other competitors.

Even if the business does not create and foster the things that make up the EVP, that does not mean an EVP does not exist—it just means it’s not being actively managed

It is logical that each organization is seeking for the best talents to join their team in order to ensure the company’s growth and success.

Yet selling a job to an individual that has many other lucrative job opportunities may turn out to be quite a challenge.

It is time to show the employees the “value” your organization can bring!

At the core of a successful employer brand is a clear employee value proposition or EVP

And that is where your employee value proposition comes handy! But what exactly hides underneath these three letters – EVP?

Bridget Miller from HR Daily Advisor Blogroll proposes a simple idea of understanding what an EVP is.

She claims that EVP is everything that an employer does to attract and retain employees.

To be more specific, it is a mix of characteristics that characterizes the employer and distinguishes it from competitors.

That includes but is not limited to employee pay, benefits, rewards and opportunities for personal growth.

And the higher the EVP, the greater the chance to attract individuals with values and aims that match with those of an organization.

An EVP must be unique, relevant and compelling if it is to act as a key driver of talent attraction, engagement and retention

Ready to define your EVP but don’t know where to start? We’re gonna lead you through it!

The process is actually pretty simple; all you need to do is interview your employees and analyze their answers.

Find an online tool to prepare your survey. To keep you on the right path, check out 34 sample questions that will make the process a lot easier!

Once you have obtained the answers, understand the changes that need to be made in order to make the work experience appealing to all of the employees. It will take some time and investment but make sure you work towards having an effective EVP.

And remember, an EVP must be unique, relevant and compelling if it is to act as a key driver of talent attraction, engagement and retention – which is ultimately what your Employer Brand aims to do.


Written By

Sintija Valdez

CakeHR translator and content writer, born and raised in Latvia but currently living in the U.S. Passionate about preserving the “world” that each language encompasses. At present emerging into the art of HR - work life, management and other related topics.