Internal surveys among employees can have different objectives. It can address fundamental issues such as assessing the state of the company’s organizational and information culture. The tools used in the organization’s internal communication can be analyzed.
The research also helps determine the organizational culture within the company. It often shows, for example, what is the level of employee involvement or the level of their decision-making on various processes in the company. Equally important is the level of job satisfaction and the associated evaluation of the employer, including base salary, fringe benefits (cards, cars), additional compensation (bonuses, revenue sharing, incentive/commission system) etc. Purely functional values such as clarity of procedures, training policy or workplace (office, location) may be subject to evaluation in an internal survey.
In internal research, corporate communications professionals can also set other research goals, such as defining key stakeholder needs. This is valuable knowledge that can also serve employer branding or HR departments, which often define EVP (employment value proposition[1]). EVP is all the benefits an organization offers its current and potential employees. It is closely tied to a company’s reputation and image. It’s a bundle of values that a brand believes in and sends to its potential employees, it’s the sum total of the images (positive and negative) that a candidate has during the recruitment process (how to communicate vs. involving HR, etc.)[2].
EVP is a brand’s statement of why you should work for it. It is a value in return for commitment and results achieved, such as salary benefits, career path, organizational culture and even management style. The most common research techniques here are: survey, focus groups, individual interviews.
Companies with a clear EVP have greater exploration of the labor market: they are more attractive to potentially more employees in the market. Lower hiring costs: reduced costs associated with sourcing applications (e.g., marketing, hiring an HR agency), with more interesting, candidates. EVP is associated with strengthening employee engagement, which can be 30-40% higher. Faster candidate sourcing-In the current employee market, an organization with a clear EVP needs less time to recruit and attract valuable employees.
