How should organisations start going about identifying their EVP?
• Take time to understand your real SPs and USPs – don’t assume you know these. Ask the people who work for you, and allow them to speak freely (if necessary, use ‘neutral’ facilitators where that might dis-inhibit them: the point is to learn, not to be pointlessly flattered) • Accept that you cannot be all things to all people – develop a signature EVP that attracts those who will thrive in your company • Base your approach on what already exists – don’t throw out your values, mission and vision: build on them and align your EVP to them wherever possible • Involve all key stakeholders from the outset – ensure the EVP is promoted internally and externally as consistently as possible Why is developing an EVP important? It is even more important for an organisation to have a strong EVP in the current economic climate for several reasons: • Retaining the right people and getting the most from them: a strong EVP will help you retain those employees who will ultimately deliver for the custo
