{"id":13228,"date":"2025-07-09T14:49:58","date_gmt":"2025-07-09T14:49:58","guid":{"rendered":"https:\/\/umnb.ca\/article-en-partenariat-ce-que-la-main-doeuvre-daujourdhui-recherche-et-pourquoi-cela-compte-pour-votre-entreprise\/"},"modified":"2025-09-12T14:12:48","modified_gmt":"2025-09-12T14:12:48","slug":"article-en-partenariat-ce-que-la-main-doeuvre-daujourdhui-recherche-et-pourquoi-cela-compte-pour-votre-entreprise","status":"publish","type":"post","link":"https:\/\/umnb.ca\/fr\/article-en-partenariat-ce-que-la-main-doeuvre-daujourdhui-recherche-et-pourquoi-cela-compte-pour-votre-entreprise\/","title":{"rendered":"Article en partenariat : Ce que la main-d\u2019\u0153uvre d\u2019aujourd\u2019hui recherche \u2013 et pourquoi cela compte pour votre entreprise"},"content":{"rendered":"

[et_pb_section fb_built=\u00a0\u00bb1″ _builder_version=\u00a0\u00bb4.16″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb theme_builder_area=\u00a0\u00bbpost_content\u00a0\u00bb][et_pb_row _builder_version=\u00a0\u00bb4.16″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb min_height=\u00a0\u00bb1890.7px\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb theme_builder_area=\u00a0\u00bbpost_content\u00a0\u00bb custom_margin=\u00a0\u00bb-32px|auto||auto||\u00a0\u00bb][et_pb_column type=\u00a0\u00bb4_4″ _builder_version=\u00a0\u00bb4.16″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb theme_builder_area=\u00a0\u00bbpost_content\u00a0\u00bb][et_pb_text _builder_version=\u00a0\u00bb4.17.4″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb custom_padding=\u00a0\u00bb||0px|||\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb theme_builder_area=\u00a0\u00bbpost_content\u00a0\u00bb]<\/p>\n

How a clear, authentic EVP helps you attract and keep the right people.<\/span><\/h3>\n

By MC Advisory<\/span><\/p>\n

In today\u2019s climate of inflation, affordability challenges, and remote and hybrid work, employers across Atlantic Canada are facing a new reality. The next generation of workers is coming in with different expectations. Pay has taken a back seat, and purpose, flexibility, growth, and feeling part of something all rank high for job seekers and employees.<\/span><\/p>\n

The balance of power has shifted. Candidates are interviewing you as much as you\u2019re interviewing them. And if your employee experience doesn\u2019t match what they\u2019re looking for, they won\u2019t stick around. That\u2019s why it\u2019s time to take a fresh look at your Employee Value Proposition (EVP) and ensure it describes who you are as an organization, where you\u2019re going, and the people you\u2019re trying to attract and keep. And one more thing: why should they choose you over a competitor? What differentiates you from others in the market?<\/span><\/p>\n

<\/span><\/p>\n

Why Your EVP Matters More Than Ever<\/span><\/h3>\n

This isn\u2019t just a feel-good exercise\u2013it\u2019s a business necessity. When your EVP aligns with what your people actually want, you see the difference: higher engagement, better retention, elevated customer service, and stronger performance in areas like productivity, collaboration, and innovation.<\/span><\/p>\n

It\u2019s no accident that the <\/span>HR Trends Report 2025<\/strong><\/span><\/a> by McLean & Company, a leading human resources firm, is subtitled \u201chuman-centricity in a complex digital world.\u201d The report lists \u201censuring employee wellbeing needs are met\u201d and \u201coverall employee experience\u201d as some of the top focus areas for HR leaders. Specifically, in municipalities, we are competing with private sector offerings-which could boast more lucrative compensation packages. With the focus on attracting top talent, municipalities will have to turn their focus to non-monetary benefits like work-life balance through flexible hours or compressed work weeks, inlcusive cultures and the opportunity to grow and develop while shaping the communities where employees live.<\/span><\/p>\n

And according to the<\/span> Blue Ivy Group<\/strong><\/span><\/a>, organizations with strong employee experiences report up to 50% higher engagement and are twice as likely to see high innovation and customer satisfaction levels.<\/span><\/p>\n

You can\u2019t afford to ignore those numbers, especially in a competitive labour market and a region where every hire matters.<\/span><\/p>\n

<\/span><\/p>\n

One Size <\/span>Doesn\u2019t<\/span><\/i> Fit All<\/span><\/h3>\n

Here\u2019s one of the biggest challenges: your workforce likely spans multiple generations and they don\u2019t all define \u201ca great place to work\u201d the same way. For some, it\u2019s about stability and benefits. For others, it\u2019s about career growth or values alignment. Increasingly, we\u2019re seeing people, especially Gen Z, looking for it all. They want flexibility, professional development, meaningful work, and, yes, a fair wage.<\/span><\/p>\n

The takeaway? You can\u2019t offer a generic EVP and expect it to work. It must reflect the realities and aspirations of the people you employ and those you want to attract, and the strategic direction and values of the organization. This also helps you get clear about employees and applicants who <\/span>aren\u2019t<\/span><\/i> a good fit for your organization.\u00a0<\/span><\/p>\n

We employ a three-step approach: Discover, Define, and Activate.<\/span><\/p>\n

<\/span><\/p>\n

Start with Discovery\u00a0<\/span><\/h3>\n

If you\u2019re unsure where to begin, ask your people for input. It sounds simple, but you\u2019d be surprised how many organizations skip this vital first step. They assume they know what their employees want\u2013but the truth is, many don\u2019t.\u00a0<\/span><\/p>\n

The good news? It\u2019s not complicated. Engagement surveys, focus groups, and one-on-one conversations are all great ways to help you determine what your employees value and how your current experience stacks up. We call this \u201cDiscover.\u201d<\/span><\/p>\n

Trust is essential for gathering honest and useful information. Bringing in a neutral third party to lead this conversation might be a good idea. At MC Advisory, we often start with an employee experience survey that asks about four key areas: compensation, benefits, learning and development, and the work environment. From there, we build a picture of what\u2019s working well, identify the gaps, and determine which changes would have the most significant impact. We call this \u201cDefine.\u201d<\/span><\/p>\n

For employers, asking for this feedback can be scary. I\u2019ll be honest: the results may sting a bit. But it\u2019s worth it. Honest employee input is the essential starting point for meaningful action.<\/span><\/p>\n

<\/span><\/p>\n

Turning Insight Into Activation<\/span><\/h3>\n

Once you\u2019ve gathered input, the next step is to turn it into a clear, achievable plan. We often triage recommendations into three categories:<\/span><\/p>\n

    \n
  1. Immediate issues<\/b>: These are the glaring problems that need urgent attention, such as a toxic manager or sharp pay inequities<\/span><\/li>\n
  2. Medium-term opportunities:<\/b> These are items that could be tackled over the next 6-12 months, such as improving communication or investing in leadership development<\/span><\/li>\n
  3. Long-term priorities<\/b>: These are higher-level initiatives that align with your overall strategic goals, such as strengthening your learning culture or redesigning your benefits package.<\/span><\/li>\n<\/ol>\n

    This phased approach helps you focus on what\u2019s realistic, without losing sight of where you want to go. We call this \u201cActivate\u201d.<\/span><\/p>\n

    <\/span><\/p>\n

    It\u2019s Not Just About Money<\/span><\/h3>\n

    Not every organization can offer top-of-market pay, and that\u2019s okay. What matters is finding ways to provide value across the board. That could mean flexible schedules, clear growth paths, better communication, or small but meaningful perks that show people they\u2019re appreciated.<\/span><\/p>\n

    We\u2019ve seen clients make big strides simply by being more consistent with recognition, investing in learning and development, or giving managers better tools to support their teams. In a tight budget environment, those changes can go a long way.<\/span><\/p>\n

    Here in Atlantic Canada, we\u2019re built on relationships. And at the heart of every strong EVP is trust. When you say, \u201cWe care about our people,\u201d your actions need to back that up. That\u2019s what builds trust, and that\u2019s what keeps people engaged, even when times are tough. By communicating and delivering on your EVP consistently, you build a resilient, motivated workforce that is better equipped to serve residents and adapt to the community.<\/span><\/p>\n

    Your EVP shows people who you are and what you stand for. It\u2019s your promise to your team. Make it real, and you won\u2019t just attract talent\u2013you\u2019ll keep it.\u00a0<\/span><\/p>\n

     <\/p>\n

    Rebecca McNeil <\/i><\/b>is a Senior Advisor for People and Culture at MC Advisory, where she helps organizations build stronger, people-first workplaces. When she\u2019s not partnering with leaders on strategy and culture, you can find her salsa dancing, throwing pottery, or playing a fiercely competitive game of pickleball.<\/span><\/i><\/p>\n

     <\/p>\n

    <\/span><\/p>\n

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    How a clear, authentic EVP helps you attract and keep the right people. By MC Advisory In today\u2019s climate of inflation, affordability challenges, and remote and hybrid work, employers across Atlantic Canada are facing a new reality. The next generation of workers is coming in with different expectations. Pay has taken a back seat, and […]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":""},"categories":[22],"tags":[],"class_list":["post-13228","post","type-post","status-publish","format-standard","hentry","category-partner-article-fr"],"_links":{"self":[{"href":"https:\/\/umnb.ca\/fr\/wp-json\/wp\/v2\/posts\/13228\/"}],"collection":[{"href":"https:\/\/umnb.ca\/fr\/wp-json\/wp\/v2\/posts\/"}],"about":[{"href":"https:\/\/umnb.ca\/fr\/wp-json\/wp\/v2\/types\/post\/"}],"author":[{"embeddable":true,"href":"https:\/\/umnb.ca\/fr\/wp-json\/wp\/v2\/users\/2\/"}],"replies":[{"embeddable":true,"href":"https:\/\/umnb.ca\/fr\/wp-json\/wp\/v2\/comments\/?post=13228"}],"version-history":[{"count":7,"href":"https:\/\/umnb.ca\/fr\/wp-json\/wp\/v2\/posts\/13228\/revisions\/"}],"predecessor-version":[{"id":13314,"href":"https:\/\/umnb.ca\/fr\/wp-json\/wp\/v2\/posts\/13228\/revisions\/13314\/"}],"wp:attachment":[{"href":"https:\/\/umnb.ca\/fr\/wp-json\/wp\/v2\/media\/?parent=13228"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/umnb.ca\/fr\/wp-json\/wp\/v2\/categories\/?post=13228"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/umnb.ca\/fr\/wp-json\/wp\/v2\/tags\/?post=13228"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}