Aligning your consumer and employer brand may result in 36% greater shareholder return over 5 years according to a joint Lippincott and LinkedIn research paper, but it will require a new and well researched approach to realise these benefits in Asia. Considering the cultural nuances and differences in the region, it can be difficult for companies to successfully deploy their employer value proposition and employer brand strategy. Your corporate and employer brand values can be consistent globally. It is the subtlety of messaging, language and points of emphasis that should be well researched and adapted to align with the country’s cultural considerations that are often centuries in the making.
Is your EVP adapted to different cultures?
An effective EVP enables an organisation to become a magnet for talent, increase employee engagement and ultimately lead to stronger business results. We invite you to read Employer Value Proposition: Local Considerations for a Global Initiative, written by Matthew Bristow which outlines a number of cultural considerations to consider when localising your Employer Value Proposition using China as an example. Matthew is the Head of Consulting- APAC for Alexander Mann solutions. He has over 15 years consulting experience and has worked with clients across all major industries and countries through Asia.
