Establish the stakeholder team, access historical data / past EVP projects etc, review the proposed EVP delivery framework, ensure alignment among stakeholders, including agreement on evaluation metrics.

Desktop review of business and HR strategic data/documents to identify key themes. For example, annual reports, strategic plans, engagement surveys, exit surveys, recruitment metrics, career website.

Perform competitor analysis, map the candidate/employee journey.

Determine research participants and research methodology. Design and schedule interviews, conduct primary research, validate and analyse findings.

Interviews and discussions conducted both online and face-to-face, ensuring representation from all employee segments.

• Focus Groups: A deep dive into shared experiences and perceptions. 
• Workshops: Collaborative sessions. These are meant to brainstorm and gather qualitative data.
• One-to-one interviews: Personalised sessions to discover unique experiences and stories across multiple employee segments.
• Organisation-wide survey/s: Integration of EVP research into broad Pulse/ Engagement surveys to ensures every voice is taken into account.

In the Development Phase, all the insights from our listening, researching, and analysis efforts come together.

First, we draft an EVP framework that aligns with your organisation’s strategic goals and vision. This is an opportune moment to secure executive endorsement, ensuring alignment and support from the top.

Next, we present a compelling EVP Statement. This statement clearly articulates what employees can expect in return for their skills, capabilities, and experience, making it a powerful tool for both attraction and retention.

Finally, we establish the main pillars of the EVP. This involves hosting a workshop or ideation session with key stakeholders to collaborate on and refine the EVP Statement and its foundational pillars. This collaborative approach ensures the EVP is robust, resonant, and representative of your organisational culture.

In the Activation Phase, we create a visually compelling EVP Manifesto for internal use, ensuring all stakeholders understand the EVP. This manifesto is presented to the internal talent team, explaining its significance and integration into daily practices. We provide training to the People team on articulating and incorporating the EVP into their work.

We develop an EVP playbook and toolkit with core assets like photography, video, creative content, and templates aligned with your organization’s brand guidelines, offering practical examples of how the EVP can be applied.

Additionally, we produce the EVP/Employee Journey Integration Matrix, outlining how the EVP intersects with key stages of the employee journey and highlighting relevant messaging and communication channels.

The EVP is integrated into all HR processes, including recruitment, onboarding, performance management, and succession planning. A Change Management Strategy may be required to facilitate this integration.

We communicate the EVP to current employees through team meetings, newsletters, intranet posts, and training sessions.

The careers page, job postings, social media, and other recruitment materials are updated to reflect the new EVP. We collaborate with marketing and PR teams to amplify the EVP through strategic multi-channel campaigns.

Regular reinforcement of the EVP occurs in both internal and external communications, including employee recognition programs, company updates, and recruitment advertising.

Finally, we ensure that all stakeholders understand the project’s progress and next steps.

In the Measurement & Adjustment Phase, we regularly evaluate the effectiveness of EVP communication through employee and candidate surveys. Key performance indicators (KPIs) such as employee satisfaction, retention rates, quality of new hires, and time to fill open positions are used to assess the EVP’s impact.

Based on these metrics, we adjust the EVP, its communication, and implementation. Significant changes are communicated to all stakeholders, and the revised EVP is validated with stakeholders at all levels to ensure it meets evolving needs and expectations.