Clarios

Michele Ellner

An Employee Value Proposition (EVP) is only as powerful as its presence in the daily rhythm of work. At Clarios, we’ve learned that embedding EVP into our culture doesn’t require reinventing the wheel—it simply means being intentional with what we already do. We embarked on our EVP journey about one year ago collecting input from around the world across all roles and business functions. It is finally taking shape externally with new recruitment marketing efforts to aid in talent attraction. With a global initiative like this, one of the hardest parts – often overlooked – is getting the company to incorporate the concepts in its ordinary daily tasks. But it does not have to be a heavy lift.

Explain the Need

Storytelling works wonders when explaining what an EVP is and why it’s important. Framing it around what’s missing and what our future state will look like helps draw people in with a muchneeded emotional pull. I have always framed my work in Talent Acquisition and Employer Branding as establishing a company’s personality. Would you want to grab lunch with your company? Hang out by choice? I’ve worked at places where I would say a resounding “yes” and others where I would say “no thanks.” In defining an EVP, we have a powerful responsibility to package up the framework for that personality. It won’t appeal to everyone but it will be a distinctive employer brand story that fits us and only us. This contextsetting helps everyone understand what we are doing and why they should pay attention.

Start with what’s Already Working

Because a solid EVP is built upon the authentic lived experience of your teams, everyone can begin by taking inventory. Some / most elements of the EVP will ring true to every team. After all, that’s where it came from originally. Ask your managers to reflect on which parts of the EVP are already strong within the team’s culture. Use these strengths as anchors in team meetings, performance conversations, development planning, and recognition moments. When you build on what’s already present, you reinforce authenticity and trust, with very little “extra” thought or work needed.

Speak the Language of Your EVP

Words matter. The language of your EVP should be woven into everyday communication. At Clarios, we emphasize curiosity, grit, pushing boundaries, and endless possibilities. This new EVP terminology complements and elevates our values and mission as a company. For example, during our latest annual engagement survey, we embedded all the launch and reminder communication with the new vernacular. This helps employees feel that the EVP is not just a slogan, but a living, breathing part of their experience. Look over all your communications for opportunities to edit in ways that support the value proposition. You are editing and improving your communication anyway so it takes zero extra effort to embed a few carefully chosen words and phrases.

Recognize What You Want to See

Recognition is a powerful reinforcement tool — and one of the main things our employees consistently ask for more of. When people are out there living shared experiences and demonstrating those strengths, pause to recognize and name these traits using the EVP lingo. When recognition aligns with your EVP, it strengthens the connection between what you say and what you do.

“Storytelling works wonders when explaining what an EVP is and why it’s important. Framing it around what’s missing and what our future state will look like helps draw people in with a much-needed emotional pull”

Model the Behavior and Keep it Up

Embedding EVP starts with leadership. Ask yourself: Am I modeling these expectations? When someone challenges a process or suggests a new idea, do I listen with openness? When a colleague needs support, do I readily step in to help? When I have an idea, do I speak up? These everyday choices shape culture more than any campaign ever could.

Make It Intentional

Embedding EVP isn’t about adding more to your plate. It’s about doing what you already do, with intention. When leaders and teams consistently reflect EVP values in their actions and language, they create a workplace where the value proposition is not just understood — it’s felt.

Be Patient. and Persistent

A 2023 Gartner Job Architecture and Change Management Survey found that the average employee has experienced 10 enterprise changes while also experiencing 9 major work changes. All at the same time. A cultural change like a new EVP launch can easily get overshadowed and boxed out. Keep up with simple, sustainable tasks that take small adjustments.