Take Your EVP to the Next Level With Corporate Crayon’s 5-Step Approach
An Employee Value Proposition is not a document. It is not a set of talking points for your careers page. And it is definitely not a one-off strategy exercise that produces a polished deliverable and then sits in a folder. An EVP that is genuinely doing its job is a living, active, two-way promise between […]
Inspire Work That Matters: Corporate Crayon’s People-First Approach
Every agency says they are different. Most of them are not. They share the same processes, the same toolkit, and the same fundamental orientation – toward the organisation’s communication goals, not toward the people those communications are supposed to reach. Corporate Crayon was built on a genuinely different premise. Not as a point of difference […]
How to Create an Engaging Careers Website That Speaks to Top Talent
Imagine having exactly the number of applicants you need for every role in your organisation – and all of them coming directly to you from your website. That is not fantasy for Australian organisations with genuinely engaging careers websites. It is the practical outcome of investing in a talent attraction experience that is as carefully […]
How to Market Your EVP With a Careers Website to Attract Top Talent
Your organisation has invested in developing an Employee Value Proposition. You have done the research, articulated the offer, and built the communications strategy. You know what makes your organisation a genuinely compelling place to work. Now what? An EVP that exists as an internal strategy document and a refreshed careers page footer is not an […]
Crafting a Meaningful EVP: The Framework Australian Organisations Need
Here is the honest reality of EVP development. Most Australian organisations spend significant time and investment creating an Employee Value Proposition. They conduct research. They workshop it with leadership. They brief an agency. They launch it at an all-hands meeting. And then they discover that the talent they wanted to attract is not responding to […]
Activating the We Levels of Employee Wellbeing in Australia
The Barrett Values Centre Seven Levels of Consciousness model is often discussed in terms of what employees need individually – the foundational levels of physical security, genuine relationships, and real competence. These first three ‘me’ levels are prerequisites. Without them, nothing else works well. But the real transformation in Australian workplace wellbeing happens at levels […]
7 Employee Wellbeing Needs: The Foundation for High Performance
Wellbeing is one of those words that means different things to different people. To some, it means mental health support. To others, it means flexible working or a good benefits package. And to a growing number of Australian leaders, it means something deeper and more structural — the full range of human needs that determine […]
Assessing Employee Wellbeing Levels at Work: The Australian Organisation’s Guide
Most Australian organisations have some form of wellbeing investment. They run mental health awareness campaigns. They offer employee assistance programme access. They provide flexibility and benefits packages they describe as wellbeing-supportive. Most of them have little rigorous data on whether any of it is working. This is the fundamental problem with wellbeing investment in most […]
Growing a High-Performing Team: What Australian Organisations Get Right
Most Australian organisations know how to hire. They build job descriptions, run interviews, check references, and bring capable people on board. What they do far less well is grow the culture that makes those capable people into a genuinely high-performing team – and maintain it as the organisation evolves. Building a top team is not […]
Employee Value Proposition: A 5-Step Australian Framework
Most Australian organisations now understand they need an Employee Value Proposition. The challenge is that most of the ones that exist are not actually working. They were developed, launched with some internal fanfare, and then quietly filed alongside the brand guidelines. Six months later, employees either cannot recall them clearly or do not see them […]