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 NSW Office of the Public Prosecutor needed to significantly reduce their operational expenses within an 18 month period, without impacting important government reform programs and overall service delivery.
NSW IPART provides independent regulatory decisions and advice to protect the ongoing interests of consumers, taxpayers, and citizens of NSW.