A recent Gartner survey revealed that only 33% of employees say their organization delivers on the promises made in its employee value proposition (EVP). The research highlights a growing disconnect between companies’ efforts to enhance EVP and employee perceptions.

“Organizations are pouring resources into their EVP – increasing salaries, promoting people, and offering better benefits – but employees are not seeing these upgrades. Communication is the biggest barrier for HR leaders when it comes to EVPs. Our survey found that 75% of HR leaders admitted they are not doing a great job of communicating their EVP internally,” said Keyia Burton, Senior Principal, Advisory in the Gartner HR practice.

Three major challenges impede successful EVP delivery: helping employees understand the EVP, fostering a connection to it, and building trust in its improvements.

Clarifying the EVP for employees

Only 16% of employees reported knowing what even makes up their company’s EVP. To close this gap, it is necessary for HR to communicate EVP at pivotal points in the employee experience, such as onboarding, performance reviews, and team meetings. Every additional channel through which employees hear about EVP enhances the likelihood that they will feel the organization follows through on its promises.

Embedding EVP in everyday workflows

Managers play a crucial role in delivering EVP, but most are overwhelmed by their workloads. Encouraging managers to incorporate EVP discussions into existing interactions, such as team meetings or development sessions, may help their employees connect their daily activities to the organization’s EVP goals.

Building trust with transparency

Employees remain skeptical, with only 38% expecting EVP improvements in the future. This means that HR leaders need to be more transparent about EVP goals, share progress updates, and address challenges or feedback that can’t be immediately addressed. This will show employees that organizations are committed to positive change.

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