Our mandate involves aligning EVP and actively shaping the employee experience throughout the life-cycle, thereby supporting EVP delivery for impact on both your culture and bottom line.
EVP Alignment and Internalisation phase puts the focus squarely on aligning EVP to ensure consistency of messaging, actions, activities and behaviours.
Essentially extending delivery of the ‘employment experience’ promise – it wins over talent, delivers more productive teams, trust, advocacy and increased brand loyalty and mitigates other limitations too.
Through the project, opportunities are made more obvious and the solution clear. Employer brand programs from The Higher Mix will show you just where urgent change, touch-point process realignment is required.
Bad hiring decisions and staff turnover are regularly attributed to improper alignment of potential candidates, organisational values and/or culture. So embedding EVP into HR activities, strategy and output can avoid this – and likewise prevent any disjoint in EVP experience.
Internalising an EVP, as with any implementation, requires sponsorship and dedicated approach from execs/senior management driving the strategy.
And solid support also from mid-level leaders across lines, agencies and departments.
Existing talent sets the “tone” of the business to potential recruits – so its vital to align your people’s expectations, feelings, perceptions with the employer brand. Esp. if your organisation wants to maintain its reputable positioning, quality servicing and a motivated, productive workforce.
Evaluation and engagement phases earlier in this EB process give Higher Mix’s change and brand specialists very clear direction on decisions to be made, and the barriers to more competitive EVP.