New year, new EVP?
January has a funny way of making everyone reflective.
Gym memberships spike. Diaries look suspiciously empty. And somewhere between the first out-of-office switch-off and the first “Happy New Year!” Teams message, leaders start asking the big questions.
Is what we’re doing still working? Are we attracting the right people? And… does our EVP still stack up?
If that last one made you pause (even briefly), you’re not alone.
Your EVP didn't break overnight
Let’s clear something up first. Your EVP probably didn’t suddenly become bad because the calendar changed.
But the world of work has moved. Again. Candidate expectations have shifted. Again. And what people value, tolerate and actively avoid at work continues to evolve at pace.
So while your EVP might not be broken, there’s a good chance it’s a little… tired. Still saying the same things. Still focusing on perks instead of purpose. Still promising experiences that no longer reflect reality. And candidates can spot that from a mile off.
The new year mindset (and why it matters)
January is peak “rethink mode” for talent. People reassess what they want from work. They reflect on how last year felt.
They quietly browse roles, not because they hate their job, but because they want something better.
Better balance. Better leadership. Better alignment with their values.
Your EVP is often the first place they look to see if you can offer that. If it feels generic, outdated or disconnected from real life, they’ll move on. Quickly.
So, what should a 2026-ready EVP be doing?
A strong EVP today isn’t loud. Or fluffy. Or packed with buzzwords.
It’s clear. It’s honest. And it actually reflects what it’s like to work with you – on a good day and a hard one.
The best EVPs we’re seeing right now do a few things really well:
They’re rooted in reality
Not the version of the business you want to be one day. The version that exists now, with ambition baked in.
They focus on feeling, not just features
People don’t join companies for free fruit. They join because of how work will fit into their life, values and identity.
They’re built with employees, not just leadership
If your people wouldn’t recognise themselves in your EVP, candidates won’t believe it either.
They flex across the entire experience
From job ads to onboarding to development conversations. An EVP isn’t a poster — it’s a promise.
Signs it might be time for a refresh
Still unsure if “new year, new EVP” applies to you? Ask yourself this:
- When was the last time we reviewed it properly?
- Does it reflect how work actually feels right now?
- Are we attracting the people we want, or just the people we can get?
- Could our employees confidently explain it in their own words?
If the answers are a bit wobbly, that’s your sign.
And no, refreshing your EVP doesn’t mean ripping everything up and starting again. Sometimes it’s about sharpening, refocusing and telling your story better.
This isn’t about trends. It’s about trust.
Candidates are more switched on than ever. They research. They compare. They talk.
An EVP that overpromises and underdelivers doesn’t just fail, it damages trust before day one.
But when you get it right?
It becomes a filter. A magnet. And a shared language for what you stand for as an employer. Which feels like a pretty good way to start the year.
So… new year, new EVP?
Maybe. Or maybe it’s new year, truer EVP. More aligned. More intentional. More human.
And if you’re not sure where yours sits right now, that’s okay. Asking the question is usually the first step to getting it right.
Fancy a chat about it? You know where we are. We’ll put the kettle on.
