​An effective Employee Value Proposition (EVP) is more than a buzzword, it’s a strategic tool that shapes how your organisation attracts, engages, and retains top talent. In the highly competitive local government sector, where skilled professionals are in demand, a compelling EVP can set your council apart and position it as an employer of choice. But is your EVP working as hard as it should be?

What Is an EVP and Why Does It Matter?

Your EVP defines the unique benefits, values, and experiences your organisation offers employees in exchange for their skills and contributions. It encompasses everything from remuneration and career growth opportunities to workplace culture, flexibility, and the social impact of their work.

A strong EVP is critical because:

• It attracts top talent: Prospective employees assess not just the role but the broader value of joining your organisation.

• It retains existing staff: A well-communicated and authentic EVP reminds employees why they joined and motivates them to stay.

• It supports organisational performance: When employees feel valued and aligned with your mission, they’re more engaged and productive.

Why Your EVP Needs Regular Attention

One common mistake organisations make is treating their EVP as a "set and forget" initiative. However, the workforce is constantly evolving, and so are employee expectations. Regularly reviewing and refreshing your EVP ensures it stays relevant and continues to resonate with your current and prospective employees.

Consider these questions:

• Does your EVP reflect your organisational values and goals?

• Is it aligned with what today’s talent prioritises, such as flexibility, diversity, and purpose-driven work?

• Are you actively communicating and delivering on the promises within your EVP?

If the answer to any of these questions is “no,” it may be time to revisit and refine your EVP.

How to Strengthen Your EVP

1. Understand Your Workforce
   Gather insights through employee surveys, exit interviews, and engagement data to understand what matters most to your team. Identifying what they value, and what may be missing, provides a foundation for refining your EVP.

2. Highlight Unique Strengths
   Showcase what sets your organisation apart, whether it’s opportunities for professional development, your commitment to community impact, or your inclusive workplace culture.

3. Communicate Authentically Your EVP must be authentic and consistently communicated. Overpromising and underdelivering will erode trust and harm retention.

4. Align with Strategic Goals
   Ensure your EVP reflects your council’s broader mission and priorities. Employees who feel connected to their organisation’s purpose are more engaged and motivated.

5. Regularly Review and Refresh
   Keep pace with changes in the job market and workforce expectations by reviewing your EVP annually. This ensures it remains relevant and impactful.

6. Provide evidence! Can you showcase employee testimonials, or results from annual staff surveys? Can one of your leaders create a short video outlining what it means to work for your organisation and how important valuing employees is?

Why Partnering with Leading Roles Makes a Difference

At Leading Roles, we understand the importance of a strong EVP in local government recruitment. Our expertise in crafting tailored EVPs ensures your organisation’s unique strengths shine, helping you attract and retain the skilled professionals who will drive your council’s success.

Is your EVP working for you, or is it time for a refresh? Leading Roles can help you create or enhance an EVP that resonates with today’s workforce. Contact us today at hello@leadingroles.com.au or call 1800 088 000 to get started.

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