The Global Pandemic has hit the world with its ground-shakingly extreme effects. Everything in our lives and surroundings has changed, making huge differences at a broad scale. This includes people doing work remotely and students studying online. Also, new approaches and diverse trends in business like the Great Resignation have taken place. In the current situation, businesses all across the world have been influenced by the pandemic’s further developments. Moreover, corporations are either losing their employees or they’re facing losses in their business domains. Times like these require an upgrade in the system, especially where it concerns their employees and workers. Many companies and industries are now evaluating their EVPs to stay relevant in a post-COVID world.
Employee Value Proposition (EVP) is usually used by companies for branding what the employer can offer candidates. It works like a magnet that attracts multiple candidates to the business for jobs. It proves that employees’ hard work is not going in vain, and their consistent efforts will leave them with rewards and benefits of their own.
Finding talent nowadays is a difficult task due to excessive competition in the business industry. The best plan to reach talent is by designing an EVP that will be effective out there. EVP is the unique set of rewards and benefits that employees earn after their consistent labor. Hence it has to be one of the significant things one might consider in their job choice.
Every now and then, corporations upgraded their EVP but were never forced to think of bigger moves until recent times. Working remotely has been favorable for the employees because not many people want to return willingly to work in the office premises.
There is a high possibility that the pre-Covid EVPs that the companies had will no longer prove practical after the pandemic. Companies need a better version of their EVPs and post-Covid benefits so they can develop the interest of the candidates.
Furthermore, with the ongoing trend of Great Resignation, EVP can help retain a lot of workers and teams. People leaving jobs voluntarily might reconsider their decision when the company’s EVP is strong and have something better for them in store. The question is, ‘How can one make an attractive EVP?’. Here are few suggestions that might help design a catchy EVP:
Assurances and Stability
Undoubtedly, Covid-19 has left behind a series of adverse effects, anxiety being one of them. People are not going to be ready to shake off this anxiousness anytime soon. Hence, trust gained by the employer can strengthen EVP and prove them as remarkable places to work
Stability is something everyone is seeking in their lives. Organizations shaping themselves to provide EVP will attract a broader number of applicants. Therefore, affirming to the candidates that they are stepping into a well-established company will be a great initiative to clear their doubts and provide them with ease of mind.
Inaugurating flexibility
Due to Covid-19 and its ever-lasting effects, most organizations made the shift from physical offices to home offices. Working remotely has appealed to people due to its comfort and choice of when to perform their related tasks. Most employees who have tasted a lot of remote work may now expect remote work to remain at least an option.
Moreover, it has been noticed that many employees are willing to work permanently from home. Modernizing your EVP with the initiative of allowing them to work remotely once in a while in remuneration for their hard work might seem like a good scheme.
Covid-19 has proved that talent does not need to be restricted to the specified workplace to perform better. Conversely, come up with phenomenal strategies to ensure policies are as beneficial as they are feasible. Organizations permitting the flexibility of working from home, even once in a while, will serve themselves with high attendance for the jobs and improve productivity.
Employee well-being
A human-centered approach towards the welfare of the employees by the organization seems like an advancement that is profoundly necessary in the given times. Well-being includes everything starting from the personal life of an employee to the work balance they have. During the pandemic, everybody working at home had to balance their personal and professional lives together.
Administering a check and balance with employee well-being by leveraging some space and needed offs for therapies or doctor’s appointments will help the workers overcome their emotional and health problems. In that way, cutting the employees some slack after the Covid scenario looks like the most humane strategy yet a fundamental point in the EVP.
Revocation of racial differences
The uproar of “Black Lives Matter”, became an important part of the pandemic. All around the world, people face racism daily that leads them to miss out on opportunities and appreciation they deserve.Total rejection of racism in the workspace must be a preferred move. Also, assurance of justice and equal career opportunities to everyone will leave the applicants happy and satisfied with the EVP of the company.
All in all, these are some of the ways by which we can design an outstanding EVP with the Post-Covid scenario that will help the corporation, industries, and companies to attract candidates and applicants widely. The post-Covid world is much more sensitive than the earlier times. These attributes and changes will undoubtedly prove advantageous to everybody around.
