Employee Value Proposition (EVP)

In FY2025/3, we identified an expert partner to undertake research and develop a proposition. The internal research consisted of a Global Survey which received 12,707 responses and 77 focus groups across 15 countries with a mix of age, gender and tenure. In Japan, focus group feedback revealed a strong sense of pride in working for NSG and a desire to contribute to creating new value through challenge and innovation. These insights have informed the local EVP messaging, which emphasizes personal growth, meaningful work, and long-term contribution to the company's future. We had, and continue to have, incredible support from Project Champions across our HR Global Community who have been fundamental in the success of our survey and focus groups and will be key advocates for us as the project continues. We have now created our proposition and the next key milestone will be launching the new Employer Brand.

The key focus for FY2026/3 and Outcomes

Value we will create

Talent attraction

  • Attracts top talent by clearly communicating what makes NSG unique, differentiating us in a competitive talent market and enhancing our reputation as an employer of choice
  • Increased quantity of applicants, particularly direct candidates, reducing spending on external agencies and advertising
  • Improved applicant quality and offer acceptance through stronger alignment with our culture, reducing hiring cycle repetition
  • Enhances candidate experience with engaging content and early cultural insight, enabling faster, more confident decision-making which could reduce time-to-hire

Employee engagement

  • Stronger alignment of employee expectations with organizational culture, ensuring employees clearly understand and resonate with NSG
  • Cultivates a strong sense of value, recognition, and belonging, strengthening the emotional connection employees have to the organization. This increased sense of purpose fuels higher morale, motivation, and overall performance

Global mobility

  • Helping employees to stay connected as they progress and develop their career at NSG. This sense of continuity and belonging accelerates integration of employees transitioning into new roles and increases the likelihood of success

Retention

  • Reduced turnover, and associated rehiring and retraining costs, by reinforcing why employees choose to stay at NSG.
  • Continues to build loyalty and long-term commitment

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