HR Leaders are Discussing How to Deliver on the Promise of Their Employee Value Proposition at the Gartner ReimagineHR Conference, September 17-18, in London
A March 2024 Gartner survey of more than 1,300 employees found that only 21% of employees said their organization communicates about their EVP enough.
“Organizations are pouring resources into their EVP – increasing salaries, promoting people, and offering better benefits – but employees are not seeing these upgrades,” said Keyia Burton, Senior Principal, Advisory in the Gartner HR practice. “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.”
There are three key challenges currently hindering EVP delivery for employees that HR leaders must address when revamping their EVP communication strategy:
- Understanding the EVP
- Connecting to the EVP
- Believing in the EVP improvements
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Keyia Burton, Senior Principal, Advisory at Gartner, presenting at the Gartner ReimagineHR Conference.
Help Employees Understand: Position EVP in the Context of the Employee Journey
“It is imperative that HR leaders are thoughtful about which channels they are using and when,” explained Burton. “EVP communication should occur at all stages of the employee lifecycle, starting from the interview process all the way through the alumni experience.”
Make Employees Feel Connected: Embed EVP Communication Into Workflows
“A great way to ease the burden for managers is to encourage them to signal EVP during their existing touchpoints with employees. This could be during a team meeting, a mentoring session, or during development conversations,” noted Burton. “By discussing EVP in their existing touchpoints, managers are creating connective tissue for employees to be able to connect things that they are doing in their day-to-day back to the organization’s EVP promises.”
Build Employee Trust: Demonstrate Responsiveness and Intent to Act
One way that organizations can show they are responsive to employees is through greater transparency. Organizations can share information at greater depth by going beyond just defining their EVP and aligning it with the organization’s mission. This shows up by taking action on employee feedback, as well as addressing feedback that the organization cannot act on or speaking to challenges faced when delivering on EVP.
