HR Sets the Stage, But Managers Make the Play: Why Leadership is Key to Your EVP

22 April 2024 Victoria Butt

Leadership + Evp (1)

In today's competitive financial services industry, attracting and retaining top talent is more crucial than ever. Upholding a strong Employee Value Proposition (EVP) is a key weapon and advantage. However, whilst HR typically own crafting the EVP, its success hinges on how people managers translate that message into day-to-day leadership.


HR Sets the Stage:

Think of HR as the architect. They design the blueprint for your EVP, outlining the unique benefits and experiences you offer employees. This includes competitive compensation, professional development programs, a positive work culture, and more. It's the foundation that makes your firm stand out from the crowd.


Managers Bring it to Life:

Now, imagine the construction crew. That's where your people managers come in. They're the ones who translate the EVP blueprint into a tangible reality for your team. They foster a sense of purpose by aligning individual goals with company objectives. They provide coaching and mentorship, invest in their employees' growth, and create a work environment that's both challenging and rewarding.


The Financial Services Twist:

In financial services, a strong EVP goes beyond just attractive salaries and bonuses. It's about offering opportunities for professional development, exposure to cutting-edge technologies, and a chance to contribute to meaningful projects. Managers who understand this can leverage these aspects to attract ambitious individuals seeking long-term career growth.


Making the EVP Work for You:

Here are some ways for financial services firms to bridge the gap between HR's EVP and manager execution:

  • Cascading Communication: Ensure managers not only understand the EVP but can also effectively communicate it to their teams.

  • Manager Training: Equip managers with the skills to coach, mentor, and provide constructive feedback, fostering a culture of continuous learning.

  • Recognition and Rewards: Align performance reviews and recognition programs with the key aspects of your EVP.

  • Employee Feedback: Regularly solicit feedback from employees to establish how well managers are living the EVP.


The Takeaway

A strong EVP is a powerful tool, but it's only effective when backed by strong leadership. By empowering people managers to translate the EVP into everyday actions, financial services firms can create a work environment that not only attracts top talent but also keeps them engaged and thriving.

Parity Consulting understand this dynamic and look for companies where the EVP is more than just words on a website. We see the evidence in how managers lead and how employees feel about their work. That's the kind of environment where top talent wants to be.

For a confidential discussion, feel free to reach out to Victoria Butt on +61 402 418 326 or