Sales Employee Value Propositions

Introduction

When it comes to writing a successful resume, you must have a compelling career summary. Without one, your resume will not be the first thing recruiters see when they open your application, and it won't stand out from the rest. By adding an impressive Sales Employee Value Proposition at the top of your resume, you’ll let employers know that you're the right person for their organization and position.

A Sales Employee Value Proposition Is A Set Of Statements That Relate To The Expectations Valued By Your Organization And Employees

What is a sales employee value proposition?

A sales employee value proposition is a set of statements that relate to the expectations valued by your organization and employees. It’s important that you understand what your company's value propositions are because they help define who you are as an organization, as well as what you can expect from your employees.

The main difference between an employee value proposition and a sales employee value proposition is that the latter focuses on the needs of other people, while the former focuses on your own needs and how they align with those at work.

Your Evp Should Reflect Your Culture, Employer Brand, And Employee Value Proposition

Your Evp should reflect your culture, employer brand, and employee value proposition.

• How does it fit into your culture?
• Does it have the same values as you do?
• What is the overall feeling of your company culture - friendly or professional, etc.? How does your EVP align with that? For example, if you're a company that values hard work then you might want to emphasize hard work in your EVP (e.g., "We believe in hard work and we will do whatever it takes to make sure our clients are satisfied."). If instead of valuing hard work you value collaboration then maybe this would be reflected in how team members interact with one another (e.g., We love working together as a team because whenever we need help solving problems someone always steps up.). If instead of valuing either teamwork or individualism you take pride in being innovative then maybe this could be reflected as part of an EVP ("We're not afraid to try new things! Regardless if something has been done before or not if there's a better way then let's do it!").

Clarity Is Essential To Well-Executed Sales EVPs

When it comes to well-executed value propositions, clarity is essential. In order for your business to be successful in the marketplace and provide value to customers, it’s crucial that you know exactly what your product or service does for them. The same can be said about sales EVPs: having a clear vision of what you are selling will help you execute it more effectively. This leads us back to our earlier points about prioritizing research over brainstorming; if you don't know what a customer wants from your business, how can you deliver? The answer is simple: You can't!

A well-crafted EVP should capture all these things while also being actionable in terms of its tone (e.g., “We offer best-in-class service," "We're serious about our commitment," etc.). If there's any doubt in whether or not an employee can deliver on these promises—or if they don't even know what those promises are—then something needs fixing before anything else gets done at all!

An EVP Should Match An Organization’s Culture

A sales EVP should match an organization’s culture in the following ways:

• The way people do things around here. If your company has a formal, corporate culture with strict rules and protocols and a rigid hierarchy, your sales EVP needs to reflect those values. Employees who don't fit into that mold will struggle to succeed—and may leave for another company where their personality suits the job better. On the other hand, if you run a startup or small business where everyone has input in decision making, then it would make sense for any one employee to have his or her own opinion on how things should be done.
• The way things are done around here. If your sales reps are expected to work long hours and travel frequently when they're out on the road (or even at home), then they need an EVP that rewards this behavior—for example, by offering them extra vacation time or paying them a bonus each month based on their performance over those months' travel costs incurred while away from the home base during their regular working hours at HQ--or both!

An EVP Should Encourage Professional Development

A Sales EVP should encourage professional development. The best salespeople, for example, are usually those who want to grow and develop. They want to be challenged, rewarded for their hard work, and recognized for their achievements. They also want to learn new skills so they can improve their performance in the future.

A Sales EVP Should Recognize That Work/Life Balance Matters

Work/life balance is important for everyone. It’s important for your employees, as they want to know that you value them and their personal lives. It’s also important for the organization itself because happy employees make better work. And it’s even better for your customers: happy employees mean happier customers, which leads to more repeat business and referrals.

Finally, it's good branding practice to provide a work environment where people can do their best work while still maintaining a healthy personal life; this demonstrates that you care about both sides of the equation and will help attract top talent in a competitive market.

Be Clear, Honest, And Consistent When Creating Your Sales Employee Value Proposition To Attract Top Talent

• Be honest about the job. If you're trying to recruit top talent, don't oversell your position by telling candidates that they'll get all sorts of things they won't actually get.
• Be clear about what's expected from employees in their roles. Have a clear understanding of what is needed from each person's performance and how it will be evaluated.
• Be consistent in applying these standards across all employees at all levels of the organization to avoid confusion for everyone involved in making hiring decisions based on performance metrics (like sales quotas).
• Be honest about what you don't offer: Don't promise an employee something that isn't available when offering a job offer—it just makes it sound like you're desperate for good people!

Conclusion

No two sales organizations are the same, and neither are their EVPs. But what remains constant is the need for all sales organizations to have a strong employee value proposition that accurately reflects their work culture. The most successful EVPs are straightforward, honest, consistent, and clear in their messaging across all channels. By following these guidelines and being thoughtful about your employees’ needs, you can develop an effective sales EVP.