Attract and retain
Employee engagement is driven by the extent to which a Employee Value Proposition matches workplace perceptions and actual experience.
We believe that an employee value proposition should be inclusive and aspirational. Reflecting the values of stakeholders and employees, allowing any individual to express their pride for the role they have played contributing to outcomes.
When leaders have better insights into the drivers of different employee cohorts, it is possible to find linkages between employee performance, engagement, and organisational outcomes.
When evaluating an Employee Value Proposition (EVP), it is typically useful to examine the relationship between extrinsic and intrinsic factors, such as organisational culture, reputation, reward, work conditions and leadership impact.
Our recent client work
The National Capital District Commision is the government entity which looks after the delivery of government services for the Port Moresby region. It is one of Papua New Guinea’s largest public sector agencies, providing a wide range of government services, in addition to having all local government responsibilities.
NSW Department of Education is one of the largest employers in New South Wales. It’s corporate and shared services function supports over 2,200 schools and over 100,000 employees.