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What is the Employee Value Program

EVP, what is the Employee Value Program?

HHRR

If you are in the process of developing an EVP Employee Value Program, this publication will be of interest to you. The EVP refers to the set of material or immaterial benefits offered by the company to its employees and with which it rewards their work in the organization. This concept is part of the strategy of Employer BrandingThis concept is part of the Employer Branding strategy, which seeks to create processes that lead the organization to become an attractive employer brand for professionals. In this blog we will tell you about the main characteristics of the EVP, as well as some tips that you can apply in your company so that you can more easily reach the ideal talent. Also, keep in mind that the hiring of hiring personnel is not an easy task and requires several steps that must be planned, even more so if we are talking about a recently created organization that is looking for that human talent that will help it take off. At TalentFY we help companies so that the selection process of digital profiles is no longer a headache and we enhance their EVP to reach the best candidates. Main features of the EVP The EVP should reflect why the organization is worth working for and what it means to be part of your team. Thus, the Employee Value Program includes both tangible and intangible elements. Tangible elements Refers to the retributions obtained by the employee for his or her work: such as salary, vacation days, financial aid for transportation, food or education. Also in this category are the internal training processes offered by the company: medical insurance, work equipment, among others. Intangible elements The intangible elements of the EVP are those that, although not reflected in the payroll, represent a fundamental part of the employee’s experience in the organization. This category includes work environment, corporate culture, internal growth opportunities, work team, leadership development and creativity, among others. If you want to learn more about how to develop intangible elements in your company, we invite you to review our interview with Marisa Elizundia, creator of the Emotional Salary Barometer, with whom we talked about how to manage the emotional salary. emotional salary. Tips to develop and improve your EVP The development of the EVP is a determining factor in making companies attractive to professionals, as well as in building the loyalty of the organization’s employees. An example of this is the study by Gartner, an IT research company, 63% of the candidates they surveyed rejected selection processes due to the lack of an attractive EVP. Here are some tips to keep in mind when working with your company’s Employee Value Program. Listen to your team The best way to understand how your employees perceive you is to listen to them. This can be supported by work climate surveys and day-to-day comments that arise in the organization. When discussing the EVP with your team, you can ask questions such as: What attracted you to work with us? Do you think this company has a good corporate culture? Why? What do you like most about working at this company? What are the aspects that you can only find in this company? Which of the organization’s values do you identify with? What would you change to improve our corporate culture? The answers to these questions, plus the insights you can gather on a day-to-day basis, will give you a starting point for knowing where your EVP stands. In this way, you will be able to start a process of strengthening the positive things and improving those aspects that are not so good. Benchmarking of other companies’ EVP Reviewing what companies in your industry are doing can also give you a lot of valuable information to build or strengthen your EVP. In this research you can focus on observing how companies communicate their EVP, what activities they carry out to promote and reinforce their value proposition, and what response they get from their audience. Additionally, you will be able to review your organization’s strengths and weaknesses compared to the EVPs in your sector, so you will see more clearly how you stand out from the rest. Finally, remember that when it comes to attracting talent, organizations in your industry become competitors to find the best professionals. This is why understanding what they do and how they do it is very important to develop strategies that differentiate you and boost your EVP. Strengthen the EVP by taking into account the candidates you want to attract. Once you are clear about your team’s perceptions and what companies in your industry are doing, you will have a clearer picture of how to strengthen your EVP. When defining your value proposition, remember to take into account the type of employee you want to have in order to focus the EVP on the possible needs and aspirations they may have for your organization. Additionally, you must take into account that each profile has different aspirations, so the EVP may change, so do not forget aspects such as age, work experience and cultural characteristics of the candidates to whom you want to address. In turn, specialized recruiting companies such as TalentFY can guide you in the proper use of EVP to connect with the best candidates, especially in profiles that are not easy to find. This is how the EVP, Employee Value Program, is a great tool that will allow you to attract and retain the best talent for your company. Try TalentFY in a Live Demo Try our recruiting platform without compromise. And if it doesn’t work for you, YOU DON’T PAY No small print. 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8 reasons to quit your job

8 reasons to quit your job. Don’t let it happen to you!

HHRR

Work represents a third of our daily lives, and sometimes even more! It would be an exaggeration to say that we spend a third of our lives working because we have weekends and holidays, but we don’t go too far away to say it… That’s why it’s so important to work on what you love, what you like and what motivates you. And, if you don’t get it, at least it’s important that you feel comfortable in the company and with your colleagues. Otherwise, you may end up finding good reasons to quit, and that’s never pleasant. Just as it is not pleasant for the employee, it is not pleasant for the company to lose talent. Bad environment, poor communication or not knowing how to meet the ambitions of employees are some of the reasons to leave the job that we could consider more common. Right down here we leave you a list of 8 reasons to leave work. There are 8 reasons that we have considered relevant, but not the only ones, far from it. It should be noted that we have not added economic reasons, but have decided to focus on more motivational, emotional or conciliation aspects. 8 reasons to leave work I don’t like or motivate my work. It is true that there are jobs that can be expected to be temporary, which are given by circumstantial necessity or even by own contract. But, for a job that is supposed to be long-lasting, you have to take into account a number of aspects. One of the most important is that, both for the company and for the worker, the roles and responsibilities of the post must be very clear (and must obviously be fulfilled). A job is not something that should be sold to the candidate, but something that should be explained in detail. If that company-employee relationship isn’t clear from the start, things can go wrong sooner rather than later. I can’t stand my boss. It’s sad, but this is a very common reason even today. A boss, a leader, should know that a team is not something that should be adapted to their needs, but quite the opposite. If you want to make the most of your team, adapt to what they need, inspire them, understand them and motivate them according to their aspirations. Only then will you get a faithful, grateful and committed team. Otherwise, you will have provided a reason to leave the job to your entire team. In addition, as a company, it would be important to be aware of interpersonal relationships, as well as the opinion of employees regarding their bosses as anonymously as possible. Bad atmosphere, bad companionship. The toxic environment is not only for the employee who suffers it, but also for the company. It is so harmful to employee health that it directly influences the productivity of an entire team, department or organization. If behaviors or toxic environments are detected in a company, it is necessary to treat it and cut it at the root, taking the right decisions or actions (teambuilding activities, coaching, recreational activities in the office…) before reaching more drastic measures. I don’t learn, they don’t offer training. This is one of the motivational aspects that can influence an employee’s decisions. And is that, note that you are not learning anything new, can be a critical point in your job aspirations. It never hurts, on the part of the company, to offer training that keeps the employee alive, with ambition, expectations for the future and hopes of internal promotion thanks to this new knowledge. And not only that, but you’ll also get a grateful team. The position is too small. There are jobs to which you conform and get used so well, that there comes a time when you do it perfectly, without effort or any encouragement. At that point, the body asks for more work, new responsibilities. Otherwise, you’ll be bored. And that’s one of the big reasons to quit. Especially if you see that possible new responsibilities that could fall on you, they delegate them to other people or to new additions. From here, a message to the bosses: trust your team! I don’t feel fulfilled. Although very similar to the previous point, this is not so much related to the fact that the job is small for the worker, but with an ambitious and restless mentality of it. It’s not about workload, but responsibility, impact… the feeling that their work is important and has a real impact on the environment that is proposed. Avoiding this type of leave is complicated, but not impossible if you have a great knowledge of the ambitions and concerns of your staff members. There is no communication. When a worker goes to work routinely and without knowing what he is contributing to the company, it is a bad sign. Insufficient or non-existent communication is synonymous with neglect or disregard for the staff. If you do not want to be one of the reasons to leave your employees, interact with them, implement them in your goals, tell them the results, what they are helping the company and make them participate in the achievements. I don’t have time for anything. We finish the article as we started. If work is a third of our day, shouldn’t we still have two parts to enjoy? A huge workload, the need to work overtime continuously, having to take work home, a long journey from home to work… There can be many reasons why you run out of time to enjoy your personal life, and the company must be attentive to such situations to offer solutions before this becomes a reason to leave work. Offering the possibility of working from home, distributing responsibilities or hiring new colleagues to free you from that workload would surely be a detail that would not only avoid a drastic decision, but also appreciate. Do you think we missed a reason? Have you been through this? What

how to choose the employee of the month

How to choose the employee of the month?

HHRR

Human talent is undoubtedly one of the most valuable resources of companies, and as such it must be valued and cared for. Hence the importance of generating dynamics such as employee of the month to motivate the team and fill with pride who is worthy of receiving it. But do you know how to choose the employee of the month correctly? Sometimes we can be naive, and it is common for such initiatives to end up being viewed negatively by employees because some organizations do not manage them properly. Keep in mind that this is a tool that will allow you to improve the productivity of your company as well as strengthen the organizational culture and the spirit of your team as long as you do it well. Today you will learn how to choose the employee of the month in 4 simple steps and what benefits it will bring. Steps for choosing the employee of the month 1. Explore This will always be the first step for everything to go well. We recommend asking questions such as: What do I want employees to do better? If you know what they need to work on a little more you can have it as one of the goals to achieve to be the employee of the month. What are the goals of the month of the organization? These will also be within the employee performance measurement of the month. What are the motivations of my collaborators? By knowing what motivates them, what they like to work in your company you can have more clear what is the best prize for them. What channels do I count on to communicate the initiative? If all your employees don’t know about the dynamics you will have a big problem that will affect your organizational culture. What’s my prize budget? This is very important, remember that the prize should be proportional to what you choose to win it and clearly also according to your budget. 2. Plan ahead After having the clear information you must create the bases of the contest and for this, the most important is to make clear the goals that must be achieved to become the employee of the month, as well as the methodology, the period to be evaluated, the awards (this can be surprising too) and the Publication schedule of the winners. Keep in mind that the whole process must be carried out with transparency and objectivity. For this, the clearer the terms and conditions are, the easier it will be to communicate. Perhaps setting the goals to be achieved can be the most complicated. We help you with some examples, but not the only ones: Objective-based Each post has its objectives and is generally easy to quantify/measure. It’s a way to keep employees motivated to achieve and exceed their monthly goals and avoid making them a routine. In sales this is very clear. By tasks performed. This is another data very easily quantifiable and for which you can even use variousonline tools that will help you to measure them very accurately. Of course, you must decide whether to reward the quantity or the quality of the tasks performed. For punctuality:In this case, punctuality not only referred to the time of arrival at the office, but also in compliance with the established deadlines. It is a way to reward and maintain the discipline and good habits of employees. There are other more subjective variants such as teamwork and professional development, these could be subcategories for other awards that you could consider. For example, your collaborators might vote to give the teamwork award for the person who makes the team improve every day. Remember that the most important thing at this stage is to make it very clear what the evaluation process will be, what will be evaluated and the timeline of the initiative. 3. Take the time to choose a good prize Being the employee of the month means having worked very hard to achieve the objectives and goals proposed so the award must be special, and it is not something extremely expensive, but something well thought out. One of the questions at the beginning was about the motivations of your team, well there is the key. With this information you can provide a prize that motivates and fills with pride not only the winner but all the collaborators. It is said that the details are what is best and if so, if your collaborators see that you have taken the time to understand their motivations they will value all activities much more for their well-being. Any ideas? Well, it’ll depend on your team, but it could be an experience, couple hotel nights, extra vacation days, an increase in salary that month, a gift certificate. The best way to get to know your employees is to talk to them, do surveys and listen to them. 4. Evaluate and give continuous feedback It is very valuable that your collaborators participate in the process by giving ideas on how to improve this type of initiative. This is not a static process but a dynamic one, so we will have to constantly review whether all the points in the plan are right, if they are clear, if they are achievable. Something that you must take care is that if in the process you must modify some criteria you communicate it very clearly to the collaborators and the argument of the change must be very strong, which does not lead to misunderstandings. Bonus: Employee of the month in group The choice of the best employee of the month does not have to be always individual. If your company has a strong departmental culture, very cohesive teams and healthy competitiveness among them, this can allow you to create activities that also reward the “team of the month” instead of a single worker. In case this is not the situation of your company, it may be a good idea to encourage teamwork and improve

What is a Job Jumper

What is a Job Jumper?

HHRR

Surely you are not familiar with the concept Job Jumper, and if you have heard it you may not know its definition well. Job Jumpers are people who do not expect to stay in a job for long (less than 3 years). In today’s article we talk about the concept of liquid modernity and we present the basic characteristics of the profiles called Job Jumpers. Liquid modernity This change in the perception of work by society was already announced by Zygmunt Bauman in his book Liquid Modernity. According to the author the philosophy of life, values and what is considered ethical and moral has changed radically in recent years, because of the great political and social changes that have taken place since the second half of the twentieth century. In liquid life society is based on individualism and has become temporary and unstable, lacking solid aspects. Everything we have is changeable and with expiration date, compared to the fixed structures of the past. This aspect is very visible if we compare the generation of the Baby Boom with the Millenials. The Baby Boomers generation was characterized by its values of stability and work for life; instead, the new generation wants to jump from company to company with the aim of accumulating experiences and growing personally. Right now, for Millennials there is no so-called “work of our life”. Jobs are changing and the current market needs renovations within companies every few years. In addition, workers are increasingly being asked for more volatility and working capacity in different areas. For many employers this is not good news. Hiring an employee is a high investment of time and resources until the employee becomes fully productive and independent. Suppose the employee stays for one to two years, this is too short a period of time to make up for the expenses. Let’s get to know the Job Jumpers better! They build relationships very quickly and adapt easily to new environments They have skills and knowledge that can benefit the company, thanks to having accumulated numerous experiences. They want to be continually challenged as professionals. They are usually extroverts with a wide network of contacts. They want to boost personal growth, and seek fulfillment in their working life rather than financial security. As you can see, the Job Jumpers and the Generation Y are changing the concept of work. So what other solution do companies have to adapt to these changes? Don’t worry! In our next post ‘How to adapt to Job Jumpers?’ we will give you tips so that your HR team knows how to act in front of this new generation. Have you renewed your recruitment strategy? Did you know the concept of Job Jumper?