EVP Spotlight: Culture

I believe there are 7 components to a well rounded EVP – Brand & Purpose, Culture, Environment, Monetary, Prospects, Relationships and Wellbeing.

This month, I take a deeper dive into one of those categories, exploring how I’ve defined this area, some examples of topics within this category, why they might be important to employees and why they should be important to employers for that reason.

I use these categories in what I call the Cheer! Survey – Championing Happiness, Employee Engagement, and Results at work.

This survey uncovers a company Employee Value Proposition (EVP). This is a positive, non-anonymous approach that helps you understand what's important to employees, and how well you deliver on what's important to them as an employer. An EVP can be used to attract and retain employees, improve your reward structure, and ultimately deliver better results.

The last edition was around Brand & Purpose. This time - Culture:

My Definition:

The Values, Norms, and Behaviours that shape the environment

Ahhh Culture - the pillar that divides opinion, depending on your scrolling algorithm or your platform. People don't see it as important as it's not tangible, although people say it can be tangible. It's subjective, it's broad, it's narrow, it's important, it doesn't pay the bills, it eats strategy for breakfast.

I am probably defining culture wrong, I'm certainly one of many people who have attempted to 'define' culture, but as woolly and as scary as it is for some, it's important and integral to a large portion of the workforce.

According to Builtin, about 75% of Millennials say “people and culture fit,” is their top consideration when choosing jobs. Over half of employees (58%) would choose a lower-paying role if it meant working in a more supportive environment. Teamstage say companies with high-quality cultures can see revenue per employee increase by as much as 33%.

A number of people group Relationships (i.e. "My Team" and "My Manager"), or Wellbeing (i.e. "Work-life balance", "Mental Health Support") as part of their definition of Culture. I believe there's enough that is covered in these pillars alone, which is why - as you'll see in my later posts - I separate them.

Example Topics:

• I Make An Impact (Internally)
• Respectful Environment
• Social Events
• I Have Fun
• Community Groups
• Shared Values (although often found in 'Brand & Purpose')
• People are Passionate
• Negativity doesn't have space to breathe

Examples of companies that uses Culture as part of their EVP:

• Netflix: Made famous for the never seen before 'Culture Deck' that went viral, and written about in Patty McCord's book 'Powerful', Netflix grants employees substantial autonomy but expects high accountability. Their culture doc lays out these expectations and attracts those who thrive in their innovative and flexible environments. Here's an article with an archived version of that deck: Netflix Culture Deck.
• John Lewis Partnership: John Lewis emphasizes mutual respect, transparency, and employee wellbeing. Their employee ownership model is attractive to candidates who value inclusivity, empowerment, and a voice within the organization. Additionally, the company's focus on long-term stability and ethical practices draws individuals seeking more than just a job but a place where their efforts impact the company's direction and values.

• Barclays: A company that looks at culture from a High Performance stand point. Prioritising metrics, strategic alignment, and continuous development. They reward high achievers and maintain robust development opportunities for this growth.

What's difficult when leaning into Culture is that it is very individual, and can alienate. Or also if not clear, if companies just say 'we have a great culture' the interpretation can often be left to the employee, which risks misalignment in the hiring process. With these examples, it's rare that happens.

Why Do Employees Value Culture?

• A Sense of Alignment: Employees often seek companies where the culture aligns with their own personal values. This boosts job satisfaction and engagement, especially when the culture emphasises autonomy, innovation, or inclusivity.
• Supported: A positive company culture provides psychological safety and support, which improves their wellbeing. When employees feel valued and respected, they’re more likely to be productive and to stay long-term.
• Community and Camaraderie: A supportive company culture fosters a sense of community and connection among colleagues, making employees feel part of something larger than themselves...

Why should Employers Value Culture as part of their EVP?

• According to a Columbia University study, companies with a strong culture can see up to a 48% reduction in employee turnover.
• Gallup estimate turnover reductions save companies approximately £1,200 to £2,00 per employee per year. They - in line with Columbia - say that businesses in the top quartile for culture/employee experience have around 41% lower absenteeism
• Around 86% of job seekers avoid companies with a poor reputation for culture, while companies with positive, people-focused cultures can attract 50% more qualified candidates, according to LinkedIn.
• And finally, back with Gallup - companies prioritising culture see a 21% increase in profitability, due to links with higher productivity, lower absenteeism and fewer safety incidents (in the sectors relevant, of course).

In Summary

Culture is no longer a 'nice-to-have' in your EVP, it's essential. It's a magnet for talent who value either hard-work, fun, respect, a sense of belonging, or all of the above!

A supportive culture can increase happiness and engagement, and create loyal ambassadors within the workforce who strengthen the brand from the inside out.

It's the pillar that sits closely with Brand & Purpose, typically more about the employees where B&P is more about the employer.

If culture is important to you as an employee, define what that culture means to you. Is it smiley faces as you walk through the door, or is it high performance where you can be at the top of your game and learn from the great people around you. Is it bean bags and great events, is it surrounding yourself with positivity, or a diverse set of opinions. Is it all of the above?

When defined, seek out organisations with the values, practices and leadership that match your personal beliefs and work preferences. If it's not important, don't worry - there's 6 other pillars that may hold great appeal.

Next time, Environment, as in the physical environment for success.

Thank you for Reading

Comment and discussion as ever is encouraged – I'm fully aware that my approach is not the only approach, and the more I hear where you agree or disagree, the better this approach can be to hit my personal mission - to make the world of work a better place.

EVP

Armed with these figures, and my passion and positivity in this space, I'm on a mission to spread the word of EVP through CHEER! (Championing Happiness, Employee Engagement, and Results)

With my previous employers and current company, I work with leaders to put EVP in action, and I’ve been fortunate to see first hand how far EVP can go to improve retention, engagement, productivity and results.

I firmly believe that EVP will shape the future of work.

I invite you to join me on this journey where together we’ll find out how we can improve happiness at work.

Whether you agree or disagree, I welcome your engagement. Let's explore the EVP way together!

Thank you for Reading

Joe

#evp #employeevalueproposition #cheeratwork

🔔 Subscribe for Edition 8, a deep dive into the 3rd category, ENVIRONMENT 🔔

For more information on EVP, reach out to me direct!

Joe is Head of People at EMJ – for more information about how EMJ Elevate Healthcare Globally, and create Gold Medal Winners (people being the best version of themselves) visit our careers site here.