Why you need an EVP

Why you need an EVP

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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 1300 108 488 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

6 Ellesmere Ave, Croydon Victoria 3136

1300 108 488

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Is forgiveness divine?

Is forgiveness divine?

Blogs and Stories

Is forgiveness divine?

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“To err is human, to forgive divine”. That famous quotation from celebrated English poet, Alexander Pope

Did you know that having an attitude of forgiveness has many positive effects on our mental health and wellbeing?

Let’s explore those.

  1. Emotional well-being: Forgiveness frees you from the burden of negative emotions such as anger, resentment, and bitterness. By letting go of grudges, you release yourself from the emotional pain associated with holding onto past grievances. This can contribute to improved mental and emotional well-being.

  2. Reduced stress: Holding onto anger and resentment can lead to chronic stress, which negatively affects both your physical and mental health. Forgiveness helps to alleviate this stress by promoting a sense of peace and acceptance. It allows you to move forward without carrying the weight of past grievances.

  3. Improved relationships: Forgiving others can strengthen your relationships. Holding onto grudges creates a barrier between you and the person you’re holding a grudge against. By practicing forgiveness, you open the door for reconciliation and improved communication. It fosters empathy and understanding, leading to healthier and more fulfilling relationships.

  4. Personal growth: Forgiveness is a powerful tool for personal growth and development. It requires introspection and self-reflection, as it encourages you to examine your own emotions and reactions. By choosing forgiveness, you demonstrate emotional maturity and resilience, which can help you navigate future conflicts more effectively.

  5. Health benefits: Studies have shown that forgiveness has positive effects on physical health. Letting go of grudges and cultivating forgiveness has been associated with lower blood pressure, reduced risk of heart disease, improved immune system function, and decreased levels of depression and anxiety. Forgiveness contributes to overall well-being by promoting a healthier mind and body.

  6. Inner peace and happiness: Forgiveness allows you to find inner peace and happiness. By releasing negative emotions and letting go of past hurts, you create space for positive emotions such as love, compassion, and joy. It helps you to live in the present moment and focus on building a brighter future, unburdened by the weight of the past.

  7. Spiritual and moral growth: Forgiveness is often seen as a virtue in many spiritual and religious traditions. It aligns with principles such as compassion, kindness, and mercy. Cultivating forgiveness can contribute to your spiritual and moral growth by helping you develop a greater sense of empathy, understanding, and acceptance towards others.

Remember that forgiveness is a personal journey, and it doesn’t mean condoning or forgetting the actions of others. It is about freeing yourself from the negative impact of those actions and choosing to move forward with a lighter heart and a more compassionate mindset.

 

Want to know more about how we can help you with workplace wellbeing? Call us on 1300 108 488 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

6 Ellesmere Ave, Croydon Victoria 3136

1300 108 488

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It starts with why

It starts with why

Blogs and Stories

It starts with why

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We love Simon Sinek’s Golden Circle and use it as the starting point for developing a strategy on pretty much anything from an overall business plan to program design and workshops and communications and social media etc. We start with “WHY” and then move to “HOW” and “WHAT” and then we add on “WHERE” and “WHEN”.

Here is a bit of background on the theory behind his Golden Circle model.

Simon Sinek’s Golden Circle is a concept he introduced in his book and TED Talk titled “Start With Why.” The Golden Circle provides a framework for understanding the fundamental drivers behind successful individuals, organizations, and movements. It consists of three concentric circles: Why, How, and What.

  1. Why: At the core of the Golden Circle is the question of “Why?” Sinek argues that truly exceptional leaders and organizations start with a clear sense of purpose or belief—why they exist and why they do what they do. The “Why” represents the underlying motivation and values that inspire action and resonate with people on a deeper level.
  2. How: The next circle is “How.” This represents the unique approach or guiding principles through which an organization or individual pursues their purpose. It involves the actions, strategies, and processes that differentiate them from others in achieving their goals.
  3. What: The outermost circle is “What.” This refers to the tangible results or products an organization produces or the services they provide. It represents the visible outputs, such as the products they sell or the tasks they perform.

Sinek’s key proposition is that most organizations communicate from the outside in, starting with the “What” and moving towards the “Why.” However, he suggests that truly influential leaders and organizations communicate from the inside out, starting with the “Why” and moving towards the “What.” By focusing on the “Why” and effectively communicating their purpose, they can inspire others and build deep loyalty and engagement.

The research behind Sinek’s Golden Circle draws on various fields such as psychology, biology, and neuroscience. Sinek highlights the importance of the limbic system—the part of the brain responsible for emotions, decision-making, and behavior—in influencing human behavior and decision-making. He argues that by appealing to the emotional “Why,” leaders can tap into the part of the brain that drives loyalty, engagement, and trust.

While Sinek’s concept is not based on a specific scientific study, it synthesizes research findings and provides a practical framework that resonates with many people, offering insights into effective leadership, communication, and building successful organizations.

 

Want to know more about how we can help you to find your WHY? Call us on 1300 108 488 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

6 Ellesmere Ave, Croydon Victoria 3136

1300 108 488

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A Better Change Process

A Better Change Process

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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 1300 108 488 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

6 Ellesmere Ave, Croydon Victoria 3136

1300 108 488

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About Engage for Success, our choice for employee engagement

About Engage for Success, our choice for employee engagement

Blogs and Stories

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 1300 108 488 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

6 Ellesmere Ave, Croydon Victoria 3136

1300 108 488

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