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The pandemic has changed the relationship between people and their work, and the employee value proposition (EVP) must evolve to reflect these changes. Organizations today spend an average of $2,500 per employee on employee experience every year, and such investments are expected to continue. Attempts to modernize the EVP typically add on features — from upskilling workers to keep up with emerging digital skills to offering pet insurance. These efforts are costly and are not yielding the expected benefits. Employee engagement hasn’t improved tangibly since 2016 — and then came COVID-19. Download Guide: Reinvent Your EVP for a Postpandemic Workforce “The reality is that three shifts in the work environment have eroded the impact of the traditional EVP: Employees are people, not just workers; work is a subset of life, not separate from it; and value comes through feelings, not just features,” says Carolina Valencia, VP, Gartner. Conventional employee value proposition is on shaky ground Persistent engagement and attraction challenges, and the human crises of 2020, have proven that the management principles underlying the EVP are outdated. EVPs have long been managed with three principles in mind: defined around employees, designed to provide an exceptional employee experience and focused on
