The Nonprofit EVP: How to Think Outside the Box
Have you ever heard the phrase Employee Value Proposition (EVP)? If not, this blog post is for you…especially in today’s job market! An EVP represents the benefits and value an employer offers to its employees and is ultimately what makes a person want to join an organization. An attractive EVP not only helps organizations minimize recruiting, training, and development costs, but also helps to increase productivity, discretionary effort, and employee engagement. Having a strong EVP is more important than ever, especially in the nonprofit sector, where it can be difficult to offer a compensation and benefits packages above market value. By highlighting no to low cost EVP components, nonprofit organizations can compete with the corporate sector for top talent…and win!
By highlighting no to low cost EVP components, nonprofit organizations can compete with the corporate sector for top talent…and win!
Category One Consulting created an EVP Model with nonprofits in mind. Our model (pictured below) consists of six main categories, each with several components, that have been shown to drive talent attraction, engagement, and retention. While some of these components, such as compensation and technology, cost money, many do not. In this post, I provide a few “out of the box” ideas that can be used to build an attractive EVP without breaking the nonprofit bank.
· Advancement: Implement a flatter structure and allow employees to choose job titles that highlight the elements of their role that are most compelling to them.
· Appreciation: Implement an appreciation program (thank you notes, cards, lunches, etc.) that is supervisor or peer led and matches employee recognition preferences.
· Benefits: Find corporate sponsors or business partners who will offer perks (concierge) or discounts (coupons) for their products.
· Development: Provide staff with mentoring opportunities and stretch assignments that allow them to gain new skills and learn from others.
· Job Fit: Conduct quarterly conversations to ask employees which types of projects they enjoy most, then assign tasks based on those preference.
· Manager Respect: Hold supervisors accountable for creating a positive, supportive, and fun culture. One bad apple can ruin the bunch.
· Strategic Plan: Immerse staff into fun strategic planning off-site retreats that allow for teambuilding with peers and enable buy-in to the plan.
· Tools & Technology: Provide a stipend that staff can use to select the tools and technology they prefer rather than dictating these selections.
· Training: Provide leader-led trainings and partner with local colleges and for-profit businesses to offer free courses and shadowing opportunities.
· Workload & Balance: Allow staff to work from home, wear casual dress, and work flexible or reduced hours.
· Work Conditions: Allow employees to purchase a few things they can use to set up their workspace (office, locker, etc.) in whatever way they choose.
These are just a few ideas for crafting a strong EVP on a budget. If you would like additional ideas or support with assessing, building, or implementing your nonprofit’s employee value proposition, feel free to reach out!
