Successful Supervisor 51 – Employee Value Proposition

November 4, 2017

There is a relatively new term being batted around in HR circles. The term is “Employee Value Proposition.” I want to discuss the concept here and suggest that some of the ideas would be helpful to any supervisor.

I understand that supervisors need to adhere to policies and procedures set from a higher level, but the extent that you can lobby for more rules consistent with maximizing EVP, the better your organization will run.

The concept of Employee Value Proposition is very simple. It is the appeal employees feel for working in your organization. The concept takes in all of the policies and procedures that impact personnel at all levels.

If your HR policies are such that employees are thrilled to be working in your organization, then you are in good shape. If the rules make some people wish they were elsewhere, then there is work to be done.

The value proposition is more than rules, however. How employees are treated by all levels of supervision and all other employees is a large part of EVP. A high EVP is a reflection of a great culture where employees not only value the rules but appreciate how they feel about the work.

The vision is to be so appealing to employees that your organization becomes like a magnet for the very best resources. It is easy to recruit the best people and also to retain them with significantly less turnover. The objective is to have people become convinced that they would be fools to ever think of leaving. They know that there is no grass greener than where they are right now.

Few organizations are able to achieve that level of appeal, but I know of several groups that are close to it, and they have several hundred people apply for any posted job. Their turnover is a tiny fraction of the average turnover in our region and those few people who leave do so because of a spouse leaving the area or some other mechanical force that literally pries them away from the organization.

Attracting the best employees gives an immediate benefit because we all know that hiring a dud of an employee is like an albatross on the entire operation. Having low turnover gives numerous financial benefits that really add up. The cost of recruiting and training go way down for organizations with high EVP. The savings go directly to the bottom line. suggests two main reasons for a low Employee Value Proposition. They are as follows:

1. Not differentiating your own organization from the competition. If several groups have the same conditions for employees, then there is no sustainable competitive advantage, but it is not enough to be better than the other groups.

You need to make the difference obvious to current and prospective employees. It is vital to have a solid list of the reasons why your organization is a better place to work than the similar type of organization down the street.

To do this well, you need to not only know your policies and climate well, you also need to know what other competing companies are doing. This means doing a lot of solid research and then documenting your advantages.

2. The second factor that is all too common is that the branding is appealing, but it does not fully reflect daily practices throughout the organization.

The hypocrisy of saying one thing but doing something different will destroy EVP in a heartbeat. It is vital that all supervisors and managers know what is being advertized and are actually doing that on a daily basis.

Pay attention to the Employee Value Proposition for your organization and for your area within it. The benefits of maintaining a high EVP are huge, but they must be earned and be real to provide the advantages.

This is a part in a series of articles on “Successful Supervision.” The entire series can be viewed on or on this blog.

Bob Whipple, MBA, CPLP, is a consultant, trainer, speaker, and author in the areas of leadership and trust. He is the author of four books: 1.The Trust Factor: Advanced Leadership for Professionals (2003), 2. Understanding E-Body Language: Building Trust Online (2006), 3. Leading with Trust is Like Sailing Downwind (2009), and 4. Trust in Transition: Navigating Organizational Change (2014). In addition, he has authored over 500 articles and videos on various topics in leadership and trust. Bob has many years as a senior executive with a Fortune 500 Company and with non-profit organizations. For more information, or to bring Bob in to speak at your next event, contact him at, or 585.392.7763

Gaming the Games

August 5, 2012

I suspect you were outraged when three badminton teams were disqualified from competing in the Olympics after they intentionally lost their matches in order to get a better position in later rounds. After all, the Olympics are supposed to be about sportsmanship, fair play, trust, and honor. It makes an interesting analysis why intelligent young athletes, who have trained countless hours and sacrificed years of time to be the very best in their chosen sport, would risk losing the ability to compete in order to gain an illicit position advantage.

At every Olympics, there are scandals where athletes find some loophole to exploit in their quest to be called the best. The irony is that when they wake up in the morning, they have to live with themselves, knowing the cost of their victory was the very thing that made them losers. How pitiful; they managed to snatch defeat from the jaws of victory. They tarnish their medals.

The problem is that we give the people who cheat and get caught suspensions, but we give the people who cheat and don’t get caught medals. I am not saying that all athletes cheat; far from it. I honestly believe that the vast majority of participants do play by the rules. It would be interesting if we could ever determine the exact percentage of honest competitors who would rather play the rules and lose than find a way to cheat and win.

One could argue that the people who cheat are from countries who have a political need to always be the best, regardless of the tactics. Their warped sense of supremacy gives the games a political intrigue that is unhealthy, but always present. While national pressures can be one cause for the rot, I believe there are individuals from any country that would game the games if given the opportunity.

I believe the real culprit is the pressure to win, which is ironic because that is the core reason for the Olympics in the first place. Playing by the rules involves making thousands of hard choices over years of time. The burning desire to be called the best drives athletes to walk up to the point of doing inappropriate things but never cross that fine line.

That conundrum appears to be a bigger challenge than to swim faster than any other human being alive. To take advantage of every training aid and legitimate nourishment regime but never go one micrometer beyond is pressure of a different sort. For those athletes who do not compromise their integrity, I think there should be a medal of trust. They have earned it, and when they wake up, they have the joy of knowing they competed at the highest level whether they won or lost. They are the true winners.

We cannot ever tell who cheats just a little bit in some rule of competition. That would be impossible. Rather, we have to rely on the forces within individuals to drive most athletes to take the high road and snatch personal victory from the jaws of defeat.