What differentiates your employee value proposition from others, and how do you effectively communicate it?
Which strategies or levers can you employ to (re)engage existing talent across various levels within your organisation?
Clarify the need
You perceive a disconnect between what people expect from their work and what your organisation currently offers. Despite investments in enhancing the People Experience through digitalisation, flexible working, and well-being initiatives, your engagement levels are either stagnant or, worse, declining.
During the Need Phase, we collaborate to:
- Understand and formalise your challenges and priorities.
- Transition from intuition to conviction that a People Expectation intervention is the appropriate solution.
- Determine the size and scope of the diagnostic phase.
Your organisation will benefit from:
- Comprehensive diagnostic of people challenges and priorities.
- Recommendations on whether a People Expectation intervention is the appropriate solution.
- Guidance on the size and scope of the diagnostic process.
Ask your people
You are facing People Expectations gaps in your workforce. Do you have a proper diagnostic to identify where your organisation fails at meeting expectations? Which geography, workforce category, or expectation category? Is it about flexible working, compensation, leadership, or any other factors?
During the Assessment Phase, we collaborate to:
- Run a diagnostic of what employees expect from their work and for your organisation.
- Identify where your organisation is under/over-delivering against expectations.
- Understand which factors are the strongest predictors of talent attraction, engagement, and retention.
- Build an evidence-based case for a change of what will happen if expectation gaps are (not) addressed in high-priority areas.
In short, we define the problem statement and the case for change, if any, for addressing your Work Value Proposition.
Your organisation will benefit from:
- A diagnostic of workforce expectations.
- A diagnostic of workforce fulfilment.
- Validation of the Work Value Proposition dimensions where adjustments are required.
- Validation of an evidence-based case for change.
Articulate your value proposition
Articulating your Work Value Proposition means defining who you are as an employer and the unique working experience you offer to both prospective and existing talent. Obtaining alignment and sponsorship for your desired Work Value Proposition© may present the most significant challenge. Ultimately, it revolves around your organisation's purpose, mission, leadership, and values.
During the Strategy Phase, we collaborate to:
- Define and articulate your Work Value Proposition, outlining the exceptional working experience your organisation provides to existing and prospective talent.
- Secure buy-in and sponsorship from key stakeholders before implementing your roadmap.
Your organisation will benefit from:
- A clear and comprehensive Work Value Proposition statement and dimensions.
- A well-defined Work Value Proposition strategy and roadmap.
- Detailed Work Value Proposition initiative charters.
Close the expectation gap
Activating and executing your Work Value Proposition strategy and roadmap will demand a skill set that differs from your day-to-day projects and activities. You are likely to encounter shortages in terms of capabilities and experience.
During the Activation Phase, we collaborate to complement your team and address your specific needs.
Your organisation will benefit from:
- Strategic mentoring on program and change management.
- Assessment and selection of external implementation partners with the best value for money.
- Quality assurance of work performed by both internal and external stakeholders.