EVP Spotlight: Relationships

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.

I started with Brand & Purpose, then Culture, Environment has been covered, as well as Monetary and last time out, Prospects. In the penultimate pillar probing it's all about connections. This one is all about Relationships.

My Definition:

Interactions and connections to the company and each other, a sense of belonging

The Relationships pillar is about creating meaningful connections that go beyond transactional interactions. It’s the glue that binds employees to their colleagues, leaders, and the broader organisation. A company with strong relationships doesn’t just have employees - they have a community of individuals who feel they belong and contribute to a collective purpose.

Whether it’s the way teams collaborate, how leaders engage with their teams, or the connections employees make across departments, a strong relational foundation builds a sense of trust and unity. In turn, this drives collaboration, boosts morale, and enhances retention.

For employees, relationships within the workplace can significantly impact their job satisfaction and wellbeing. Strong social ties and a sense of inclusion can reduce stress, increase engagement, and create a positive environment where people feel seen and valued. The connections employees form with their peers also become vital for their personal and professional growth, whether through mentorship, support networks, or simply shared experiences.

It also can include things that are often considered operational only. Think about 1-2-1's with a Manager. For some, these are a pain, an additional meeting that restricts autonomy, but for others they ensure they are kept on track, can focus, and grow.

In an age where remote and hybrid work models are becoming more common, nurturing these connections has never been more important. It’s no longer just about the daily face-to-face interactions but also the digital bonds that hold teams together.

Example Topics:

• Cross Department Collaboration
• Team / 1-2-1 Meetings
• Mentorship and Coaching Programs (although could appear in 'Prospects')
• Awards and Feedback
• Employee Resource Groups (ERGs)
• Onboarding and Integration for New Hires
• Inclusive Work Environment and Diversity
• Internal Comms

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

• Shazam: At Shazam, 1-2-1 meetings are a key part of personal development. Managers are trained to provide constructive feedback, discuss individual goals, and offer career advice, ensuring employees are not only seen as part of a team but as individuals with aspirations.
• Sky: Sky regularly engages in employee recognition through monthly awards, with categories ranging from innovation to teamwork. Their feedback culture is reinforced through regular pulse surveys and 1-2-1 check-ins, making employees feel valued for their contributions.

• Tesco: Tesco excels at keeping its employees informed, especially across its large retail network. Through a mix of email updates, intranet communications, and live-streamed CEO messages, Tesco ensures that employees stay connected to the company’s objectives and vision, regardless of location.

Why Do Employees Value Relationships?

• Sense of Belonging and Emotional Support: Having strong relationships at work develops a sense of belonging, which increases job satisfaction and retention. This pillar often flows well with a great Culture and Brand & Purpose. Feeling connected to colleagues and leaders boosts wellbeing, reduces stress, and creates a supportive work environment that allows employees to thrive.
• Collaboration and Career Growth: Employees value the opportunities that strong relationships provide for learning, mentoring, and collaboration. Positive relationships with colleagues and managers open doors for career progression and development, enabling employees to grow both professionally and personally.
• Recognition and Trust: Regular feedback, praise, and recognition through meaningful relationships help employees feel valued and seen. A culture of trust, where employees feel safe to share ideas and feedback, promotes engagement, innovation, and higher performance across teams.

Why should Employers Value Relationships as part of their EVP?

• Gallup have a wealth of stats don't they?! One of their reports shows that employees who have a close friend at work are 7 times more likely to be engaged, leading to higher productivity and improved overall performance.
• Deloitte shows that companies with strong collaborative teams experience 14% lower turnover rates compared to those without. Good relationships directly impacts retention and reduces the cost of recruitment.
• A Great Place to Work survey found that employees who feel trusted and valued by their colleagues are 10 times more likely to be proud of their workplace, leading to increased morale and alignment with the company’s mission.
• Research from Harvard Business Review suggests that companies with excellent internal communication are 25% more likely to have lower employee turnover.

In Summary

Relationships at work include but go far beyond teamwork alone. They are the foundation of a thriving, engaged workforce where employees feel connected, supported, and valued. Building strong relationships can lead to better collaboration, improved communication, and a culture of trust, all of which contribute to higher employee satisfaction and retention.

When organisations invest in better relationships - through recognition, inter and cross-team collaboration, they not only enhance employee wellbeing but also set the stage for innovation and improved performance.

In short, when employees feel like they truly belong, both personally and professionally, the benefits here extend well beyond the office, driving long-term success for both the individual and the organisation.

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 achieve my personal mission - to help people find their happiness at work.

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 12, a deep dive into the 7th and final category, WELLBEING ??

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

Joe is Head of People at EMJ, although these thoughts are my own and not necessarily the view shared by 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.