Why you need an EVP

Why you need an EVP

by | Jul 6, 2023 | Employee Engagement, Integrity, Leadership, Purpose, Strategic Narrative, Strengths, Values, Wellbeing

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Why you need an EVP

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We hear employers everywhere telling us that they need more and better people which is no surprise given that we have been having very low unemployment rates and there are chronic skills shortages in so many sectors for lots of reasons. 

So what can a business do about that to get an advantage over competitors in the labour market?

You need an Employer Value Proposition (EVP) which essentially answers the question (in a positive way): “Why would I want to work for you?”

Here are several reasons why having a compelling EVP is important:

  1. Attracting top talent: A strong EVP helps you stand out from other employers and attract highly skilled individuals. Job seekers are increasingly looking for more than just financial compensation. They seek opportunities for growth, life balance, a positive work environment, and a sense of purpose. By clearly articulating your value proposition, you can appeal to the aspirations and needs of potential candidates.
  2. Retention of employees: A well-defined EVP can help retain your existing employees. When employees feel valued and connected to and understand what they like about working in your business, they are more likely to stay.
  3. Employee engagement and productivity: When employees feel that their needs and aspirations are aligned with the organisation’s goals, they become more committed and motivated. They are more likely to go above and beyond in their work, leading to higher productivity and better outcomes.
  4. Cost savings: Investing in a strong EVP can result in cost savings in the long run. By attracting and retaining the right talent, you can reduce turnover, save on hiring expenses and training costs, and maintain a more stable and productive workforce.
  5. Cultural alignment: An EVP helps attract individuals who align with your organizational culture and values. When employees share common values, it fosters a sense of belonging and creates a positive work environment. This, in turn, enhances collaboration, teamwork, and overall organizational effectiveness.

So there are lots of reasons why having an EVP makes good business sense (just as having the right value proposition for your customers does).

Of course, it has to be real or it will just create contradictions which can be far more damaging than not having an EVP at all.

 

Want to know more about how we can help you define your EVP and make it real? Call us on 0438 533 311 or email info@poswork.com.au.

 

 

CONTACT US

PosWork

A Division of Ridgeline Human Resources Pty Ltd
ABN : 24 091 644 094

info@poswork.com.au

0438 533 311

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A Better Change Process

A Better Change Process

by | Jun 27, 2023 | Change, Employee Engagement, Integrity, Leadership, Strengths, Uncategorized, Values, Wellbeing

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A Better Change Process

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We chose the Appreciative Inquiry process as our change management methodology because we believe (and the evidence shows) that it delivers much more positive results and a much more positive, inclusive and collaborative experience for participants than traditional change management processes. Her is she background on what it is, how it works and why it is beneficial.

Appreciative Inquiry (AI) is a problem-solving and change management approach that focuses on identifying and amplifying the positive aspects of an organization or system. It emphasizes the exploration of what works well, the discovery of strengths and opportunities, and the envisioning of a desirable future. AI is rooted in the belief that organizations and individuals grow and thrive by building on their strengths rather than focusing solely on fixing problems.

The process of AI typically follows a four-phase cycle known as the 4-D model:

  1. Discovery: This phase involves identifying and appreciating the positive qualities, experiences, and successes within the organization. It includes interviews, surveys, and other data collection methods to gather stories and examples of what has worked well in the past.

  2. Dream: In this phase, participants collectively envision a desired future based on the discoveries from the previous phase. They engage in creative and collaborative exercises to imagine an ideal state for the organization and explore possibilities.

  3. Design: Here, the focus shifts to designing practical and actionable strategies to realize the envisioned future. Participants identify specific steps, goals, and initiatives that can help move the organization toward the desired state. They leverage the strengths and positive elements identified earlier to shape the design of these initiatives.

  4. Destiny (or Delivery): The final phase involves the implementation and execution of the designed strategies. The organization takes concrete actions, monitors progress, and adjusts its approach as needed. This phase emphasizes learning, adaptation, and ongoing improvement based on feedback and results.

Appreciative Inquiry is beneficial for several reasons:

  1. Positive focus: Unlike traditional problem-solving approaches, AI places emphasis on what is already working well, fostering a positive mindset and energizing participants. This approach creates a more engaging and motivating environment for change.

  2. Strengths-based approach: By identifying and amplifying strengths, AI helps organizations build upon their existing capabilities and resources. It encourages individuals to leverage their skills and talents, leading to increased self-confidence and a sense of empowerment.

  3. Collaboration and engagement: AI is a participatory process that involves multiple stakeholders within an organization. It promotes collaboration, communication, and shared ownership of the change process. This involvement enhances employee engagement, buy-in, and commitment to the desired future.

  4. Sustainable change: By focusing on strengths and positive elements, AI generates momentum for sustainable change. The approach builds on what is already successful, creating a foundation for continuous improvement and long-term growth.

  5. Innovation and creativity: Appreciative Inquiry encourages participants to think creatively and explore new possibilities. By envisioning an ideal future, organizations can generate innovative ideas and approaches that may have otherwise been overlooked.

  6. Organizational learning: AI promotes a learning culture within organizations. By reflecting on past successes and applying them to future endeavors, organizations can develop a deeper understanding of their strengths and capabilities, fostering a continuous learning and improvement mindset.

Overall, Appreciative Inquiry offers a constructive and positive approach to organizational change, empowering individuals, fostering collaboration, and enabling sustainable growth and improvement.

 

Want to know more about how you can use Appreciative Inquiry to run better change management programs? Call us on 0438 533 311 or email info@poswork.com.au.

 

 

CONTACT US

PosWork

A Division of Ridgeline Human Resources Pty Ltd
ABN : 24 091 644 094

info@poswork.com.au

0438 533 311

QUICK RESOURCE LINKS

Ridgeline HR

Engage for Success

Appreciative Inquiry

PERMAH

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About Engage for Success, our choice for employee engagement

About Engage for Success, our choice for employee engagement

by | Jun 26, 2023 | Coaching, Employee Engagement, Employee Voice, Integrity, Leadership, Purpose, Strategic Narrative, Strengths, Values, Wellbeing

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About Engage for Success, our choice for employee engagement

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We chose the Engage for Success framework because it is the simplest, most easily understood, practical and flexible model that owe know and it is backed by extensive and qualified research commissioned by the UK Government. For small businesses in particular, the four pillars of employee engagement provide a really sound foundation for developing a high performing business where people feel valued and want to contribute. Here is a bit of background information on the movement.

The Engage for Success movement is a UK-based initiative that aims to promote employee engagement as a means to improve organizational performance, productivity, and well-being. It was launched in 2012 as a response to a growing recognition of the importance of employee engagement in the workplace.

The movement was formed as a result of a government-sponsored report called “Engaging for Success: Enhancing Performance through Employee Engagement,” also known as the MacLeod Report. This report, led by David MacLeod and Nita Clarke, highlighted the potential benefits of employee engagement for both employees and organizations. It emphasized the role of leadership, management practices, and employee involvement in creating an engaged workforce.

Engage for Success operates as a not-for-profit movement, bringing together a diverse group of individuals and organizations from the public and private sectors, including business leaders, HR professionals, academics, and employee engagement experts. The movement aims to share knowledge, research, and best practices related to employee engagement and to provide a platform for collaboration and dialogue.

The core belief of the Engage for Success movement is that when employees are engaged, they are more likely to be motivated, productive, and committed to their work. Engaged employees tend to have higher levels of job satisfaction, better physical and mental well-being, and are more likely to contribute innovative ideas and discretionary effort to their organizations. This, in turn, can lead to improved business performance, customer satisfaction, and overall organizational success.

Engage for Success focuses on four key enablers of employee engagement:

  1. Strategic narrative: Developing a compelling vision, purpose, and values that inspire employees and give them a sense of direction.
  2. Engaging leadership: Creating a culture of leadership that empowers and supports employees, provides clear direction, and enables effective communication.
  3. Employee voice: Encouraging two-way communication, involving employees in decision-making processes, and valuing their opinions and ideas.
  4. Organizational integrity: Ensuring consistency between the organization’s values, behavior, and practices, which helps build trust and fosters a positive work environment.

The movement offers a variety of resources, research findings, case studies, and tools to help organizations and individuals enhance employee engagement. These resources include events, webinars, workshops, and online communities that facilitate knowledge exchange and collaboration among members.

The Engage for Success movement has gained recognition and support from various stakeholders, including business leaders, policymakers, and academics. It has played a significant role in promoting the importance of employee engagement as a key driver of organizational success and advocating for its adoption in workplaces across the UK and beyond.

 

Want to know more about how you can use the Engage for Success model to build a better workplace? Call us on 0438 533 311 or email info@poswork.com.au.

 

 

CONTACT US

PosWork

A Division of Ridgeline Human Resources Pty Ltd
ABN : 24 091 644 094

info@poswork.com.au

0438 533 311

QUICK RESOURCE LINKS

Ridgeline HR

Engage for Success

Appreciative Inquiry

PERMAH

ShareTree

VIA Character Strengths

Communities of Wellbeing

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Why coaching through strengths is a better way

Why coaching through strengths is a better way

by | Jun 26, 2023 | Coaching, Leadership, Strengths, Wellbeing

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Why coaching through strengths is a better way

Coaching and strengths-based approaches are indeed powerful tools for managing and developing people. When combined, they create a synergistic effect that can enhance individual performance, engagement, and overall organizational success. Here’s how coaching and strengths work together to be effective:

  1. Coaching: Coaching is a collaborative process that focuses on unlocking an individual’s potential, maximizing their performance, and facilitating their personal and professional growth. It involves providing support, guidance, and feedback to help individuals overcome challenges, develop new skills, and achieve their goals. Effective coaching establishes a trusting relationship between the coach and the coachee, allowing for open communication and exploration of different perspectives.
  2. Strengths-based approach: A strengths-based approach emphasizes identifying and leveraging an individual’s inherent strengths, talents, and abilities. Instead of solely focusing on weaknesses or areas that need improvement, this approach seeks to identify and develop the unique capabilities that individuals possess. By recognizing and utilizing strengths, individuals can perform at their best, experience higher levels of motivation and engagement, and achieve greater success.

When combined, coaching and strengths-based approaches offer several benefits for managing and developing people:

  1. Empowerment: Coaching and strengths-based approaches empower individuals by helping them recognize and capitalize on their strengths. This recognition boosts confidence, self-esteem, and motivation, enabling individuals to take ownership of their development and actively contribute to their success.
  2. Performance improvement: Coaching facilitates targeted and personalized support to address performance gaps and challenges. By focusing on an individual’s strengths, coaches can identify strategies to leverage those strengths to overcome obstacles and enhance performance. This approach creates a positive environment for growth, resulting in improved performance outcomes.
  3. Engagement and satisfaction: By recognizing and utilizing strengths, individuals experience higher levels of engagement and job satisfaction. They feel valued for their unique contributions, and their work aligns more closely with their natural talents and passions. This alignment leads to increased motivation, productivity, and overall satisfaction in the workplace.
  4. Personal and professional growth: Coaching and strengths-based approaches foster continuous learning and development. Coaches can help individuals set meaningful goals, identify areas for growth, and provide guidance and resources for skill enhancement. Leveraging strengths as building blocks for development encourages individuals to expand their capabilities and reach their full potential.
  5. Positive organizational culture: By promoting coaching and strengths-based approaches, organizations can cultivate a positive and supportive culture. This culture encourages open communication, trust, and collaboration, as individuals are appreciated for their unique talents and contributions. It also fosters a growth mindset, where learning and development are valued and embraced at all levels of the organization.

Overall, combining coaching and strengths-based approaches provides a comprehensive framework for managing and developing people. It empowers individuals, enhances performance, fosters engagement, and cultivates a positive organizational culture. By investing in coaching and leveraging strengths, organizations can unlock the full potential of their workforce and drive long-term success.

Strengths practice is an integral element of our EngageMentality coaching framework – one of the five lenses through which users can develop and implement their own wellbeing and development plans. If you are interested in exploring more about how strengths and coaching practice can be of value, give us a call on 0438 533 311 for your free first consultation.

 

CONTACT US

PosWork

A Division of Ridgeline Human Resources Pty Ltd
ABN : 24 091 644 094

info@poswork.com.au

0438 533 311

QUICK RESOURCE LINKS

Ridgeline HR

Engage for Success

Appreciative Inquiry

PERMAH

ShareTree

VIA Character Strengths

Communities of Wellbeing

LET'S HAVE A CHAT

Building meaningfulness in your workplace

Building meaningfulness in your workplace

by | May 23, 2023 | Coaching, Leadership, PERMAH, Purpose, Strengths, Wellbeing

Blogs and Stories

Building meaningfulness in your workplace

From 2018 to 2022. the Wellbeing Lab partnered with the Australian Human Resources Institute to conduct a series of national workplace wellbeing surveys. There were three key findings from the aggregated data:

  1. That there had been a significant drop in resilience among Australian workers
  2. That there had been a significant decrease in people finding meaning in work and
  3. That, if you invested in an Employee Assistance Program. it was marginally better than doing nothing.

In this blog, we want to explore the second of those and the questions of why meaning is important and how you can boost meaningfulness through the lens of character strengths.

Why is meaning important?

Meaning is the fourth pillar of Professor Martin Seligman’s PERMA model of the essential elements of wellbeing – what we all need to lead a flourishing life. It is about feeling that you have a purpose and that you are part of and contributing to something bigger than yourself. There is plenty of research that shows that having meaning in your life is good for health and happiness and resilience.

Examples of meaningfulness in practice

There are a variety of ways and settings in which we can get meaning in our lives such as:

  • Our families – the meaning of providing for them, looking after them, watching our children grow, shared interests with members of the family
  • Our work – the impact that I have in the application of our skills and strengths to make a contribution for my employer and my workmates and our customers or clients
  • Our community – whether I serve a community cause or I am a member of a sporting tribe or I have  some other group connection that gives me a sense of belonging.

Meaningfulness and character strengths

Six of the VIA Character Strengths especially align with good mindfulness practice, namely appreciation of beauty and excellence, curiosity, social intelligence, perspective, gratitude and spirituality. Below is the VIA Character Institute’s “Meaningfulness Wheel” which sets out lots of things that any of us can do to enhance our meaningfulness practices every day. We think that this is a great tool for reflection and inspiration on ways to build our own good wellbeing practices.

Strengths practice is an integral element of our EngageMentality coaching framework – one of the five lenses through which users can develop and implement their own wellbeing and development plans. If you are interested in exploring more about how strengths and mindfulness practice can be of value, give us a call on 0438 533 311 for our free first consultation.

CONTACT US

PosWork

A Division of Ridgeline Human Resources Pty Ltd
ABN : 24 091 644 094

info@poswork.com.au

0438 533 311

QUICK RESOURCE LINKS

Ridgeline HR

Engage for Success

Appreciative Inquiry

PERMAH

ShareTree

VIA Character Strengths

Communities of Wellbeing

LET'S HAVE A CHAT