How many open positions can’t you fill? What is your turnover? What is the impact of quitting on your overall performance? In the business environment, we face unprecedented challenges that make it vital to stand out as an employer, both in the eyes of employees and competitors.

The advent of artificial intelligence amplifies the need for employee skill upgrading and retraining. In addition, stimulating employee engagement has become increasingly arduous. The Great Resignation phenomenon highlights the lack of engagement and motivation, amplified by telecommuting that brings isolation and detachment from the team.

These problems are reflected in increased turnover and absenteeism, threatening overall performance. But how can we meet all these needs, especially considering the challenge of finding experts and retaining internal talent?

Recent studies confirm that finding and retaining talent is a competitive challenge for 75 percent of employers. For this reason, employers need to be pushed to carefully consider the interests of employees. In an environment where achieving ambitious growth targets is increasingly difficult and, where salaries will remain stable, it is essential to approach salary increases with transparency on Salaries, Benefits, and Opportunities to Develop.

In support of this, our research shows that fully understanding satisfaction with respect to all the crucial elements of a successful value proposition, along with assessing the importance employees attach to each of them, is critical to retaining talent.

How satisfied are your employees and what are their priorities? Based on a validated model and the truly significant factors, we assess the importance and satisfaction of all crucial elements, allowing us to map the current situation. This mapping provides a clear view of the actions needed to optimize employee satisfaction while ensuring effective alignment between the Employee Value Proposition and the corporate vision.

But how exactly does this model and associated assessment work? The Employee Value Proposition is examined through a practical application aimed at organizations or teams, which provide assessments based on eight dimensions that significantly influence the work experience. These dimensions include both extrinsic motivation factors, such as salary, benefits and career opportunities, and intrinsic motivation factors, such as work environment, autonomy and Purpose of Work. The assessment provided allows for the evaluation of both employee satisfaction with the elements examined and the importance attached to each element.

Below, this brief evaluation questionnaire will help you quantify the Employee Value Proposition observable in your organisation, while reading the results report will provide you with a comparative with our benchmark:

What are you doing to effectively manage your employee value proposition and align it with your Employer Branding identity?


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