The competition for top talent has never been fiercer. Remote work has expanded candidate pools beyond state lines, and employees are increasingly selective about where they invest their time and energy. For Utah employers, the question isn’t just how to attract great people—it’s how to keep them.
That’s where a compelling employee value proposition comes into play. An EVP isn’t just a benefits package or a mission statement. It’s the complete promise your organization makes to employees about what they’ll gain from working with you. When crafted thoughtfully, an EVP becomes your most powerful retention tool.
At PrincePerelson & Associates, we’ve helped Utah companies across technology, healthcare, finance, and manufacturing build workforces that stay and grow. Here’s what we’ve learned about creating EVPs that actually work.
What Makes an Employee Value Proposition Effective
An employee value proposition defines the unique benefits, culture, and opportunities your company offers in exchange for the skills and commitment employees bring. Think of it as your company’s answer to the question every candidate and current employee asks: “Why should I work here instead of somewhere else?”
The most effective EVPs are authentic, specific, and aligned with what your workforce actually values. Generic statements about “work-life balance” or “competitive compensation” don’t differentiate you. Real EVPs address what makes your organization distinct—whether that’s your approach to professional development, your impact on the community, or the way you support career mobility.
Why Employee Value Propositions Matter More
Retention strategies in 2025, and looking ahead to 2026 demand more sophistication than ever before. Employees now have access to salary data, company reviews, and peer networks that make it easy to compare opportunities. They’re also prioritizing different things than previous generations: purpose-driven work, flexibility, growth opportunities, and genuine inclusion often rank as high as compensation.
Utah’s economy compounds these dynamics. Silicon Slopes continues attracting venture-backed startups alongside established tech giants, creating intense competition for skilled professionals. Healthcare systems are expanding rapidly. Manufacturing companies are modernizing operations and need technical talent. In this environment, companies without a clear, compelling EVP struggle to retain their best people.
The cost of turnover makes this urgent. Replacing an employee typically costs 50-200% of their annual salary when you factor in lost productivity, recruitment expenses, and training time. A strong EVP reduces that risk by giving people reasons to stay beyond just a paycheck.
Core Components of a Strong EVP
Compensation remains foundational, but it’s only one piece. The most complete EVPs address five key areas:
Compensation and benefits need to be competitive, but “competitive” doesn’t always mean highest. It means fair, transparent, and structured in ways that reward both performance and loyalty. Equity packages, retirement matching, and health benefits all matter, but so does how you communicate about them.
Career development is where many Utah companies can differentiate themselves. Employees want to know they’re building skills and advancing, not just filling a role. Clear promotion pathways, mentorship programs, training budgets, and exposure to challenging projects all signal investment in your people’s futures.
Work environment and culture encompass everything from your management philosophy to your physical workspace to your approach to remote flexibility. Do you trust employees to manage their time? How do you handle conflict? What behaviors do you reward? These day-to-day experiences shape whether people stay or leave.
Purpose and impact have become increasingly central. Employees want to understand how their work contributes to something meaningful—whether that’s advancing healthcare outcomes, building products that matter, or supporting the local community. This is especially true in Utah, where civic engagement and values-driven work resonate deeply.
Recognition and appreciation often get overlooked but drive retention significantly. People need to feel seen and valued. This includes formal recognition programs, but also the informal ways managers acknowledge contributions and celebrate wins.
Building Your EVP: A Strategic Approach
Creating an employee value proposition requires honest assessment and employee input. Start by gathering data on why people join your company and why they leave. Exit interviews, stay interviews, and anonymous surveys provide essential insights.
Next, identify what truly sets you apart. Every company claims to value innovation and collaboration. What can you point to that proves it? Perhaps you offer sabbaticals after five years, or you’ve created an internal mobility program that’s placed 40% of your workforce in new roles. Specificity builds credibility.
Involve employees in the process. Your EVP should reflect their lived experience, not just leadership’s aspirations. Focus groups and working committees ensure you’re building something authentic rather than aspirational marketing.
Once defined, your EVP needs consistent execution across the entire employee lifecycle—from how you write job descriptions to how you conduct performance reviews. HR, leadership, and hiring managers all need to understand and communicate it clearly.
Utah-Specific Considerations
Utah’s workforce brings unique characteristics that should inform your EVP. The state’s strong family focus means flexibility and work-life integration often matter more than perks like unlimited happy hours. Many professionals prioritize staying close to extended family, which can work in your favor if you emphasize stability and community roots.
The concentration of younger workers in tech hubs like Lehi means career growth opportunities carry extra weight. These employees are building their professional trajectories and want companies that invest in their development.
Utah’s relatively lower cost of living compared to coastal tech hubs is an advantage, but only if you frame it properly. Don’t just talk about affordability—talk about quality of life, access to outdoor recreation, and the ability to own a home while building a career.
Measuring EVP Effectiveness
The best employee value propositions evolve based on results. Track metrics like offer acceptance rates, first-year turnover, employee satisfaction scores, and internal promotion rates. If your EVP is working, you should see improvement across these measures.
Pay attention to where you’re losing people. If talented employees consistently leave for competitors, your EVP likely needs strengthening. If they’re leaving for dramatically different industries or starting their own ventures, the issue may be about growth opportunities or autonomy.
Regularly revisit your EVP—at least annually. What mattered to employees two years ago may have shifted, and your proposition should shift with it.
Frequently Asked Questions
Q: How is an employee value proposition different from a mission statement?
A: A mission statement describes what your company does and why it exists. An employee value proposition specifically addresses what employees gain from working with you—the tangible and intangible benefits of being part of your team. Your mission might inspire your EVP, but they serve different purposes.
Q: Should we publicly share our EVP?
A: Yes, but strategically. Your EVP should inform all employer branding, from your careers page to job postings to LinkedIn content. However, you don’t need to publish it as a formal document. Instead, let it shape how you communicate about your culture and opportunities.
Q: What if we can’t compete on compensation with larger companies?
A: Many successful EVPs emphasize factors beyond salary. Highlight your strengths—whether that’s faster career progression, greater autonomy, closer relationships with leadership, or a mission that resonates. Many professionals will trade some compensation for better growth opportunities or a more fulfilling work environment.
Q: How often should we update our employee value proposition?
A: Review your EVP annually and update it when significant changes occur—such as major growth, leadership transitions, or shifts in your competitive landscape. However, the core elements should remain relatively stable. Frequent dramatic changes suggest your EVP wasn’t authentic to begin with.
Partner With Experts Who Understand Retention
Building a workforce that stays requires more than just hiring well—it demands a compelling reason for talented people to build their careers with you. Your employee value proposition provides that foundation, but only if it’s thoughtfully crafted and consistently delivered.
At PrincePerelson & Associates, we help Utah employers design retention strategies that work. With over three decades embedded in Utah’s business community, we understand what motivates professionals across industries and how to position your company as an employer of choice. Whether you’re refining your EVP or building one from scratch, our team brings the strategic insight and market knowledge to help you compete for talent and keep the people who drive your success.
Ready to strengthen your retention strategy? Connect with PrincePerelson today and discover how a powerful employee value proposition can transform your workforce stability.