‘Tis the season! As People & Culture/HR leaders dive into FY26 planning, culture can sometimes get squeezed between competing priorities, even though it’s one of the most powerful drivers of business performance.
It’s easy to think of culture as something that “just happens,” but in reality, it thrives when we create the right conditions, intentionally and consistently.
So, what are some of these culture levers to consider as you step into fall planning?
Bring Your EVP to Life for Your Employees
Many organizations have invested in the “inner work” of developing an Employee Value Proposition (EVP), but few have fully maximized its meaning or effectiveness internally. If your EVP is just a document tucked away in HR or a tagline painted on a mural, you may not be getting the return you hoped for.
Your EVP is a strategic imperative. It helps define your organizational identity, and it should evolve alongside the dynamic nature of your workplace.
- If you haven’t invested in an EVP discovery project yet, that’s a great place to start. It’s foundational work that should inform your broader people strategy.
- If it’s been a while since your last EVP refresh, now might be the perfect time to revisit it with fresh eyes.
- And if your EVP is current and relevant—amazing! Ask yourself: have we woven it meaningfully throughout the employee lifecycle?
Bringing your EVP to life might include:
- Branding your people programs around your EVP pillars and purpose
- Designing meaningful traditions that reflect your culture
- Unifying your internal and external messaging with culture-aligned content
Not sure where to start on that last one? We’ve got you.
Check out our Culture Content Bootcamp, a workshop designed to help HR and TA teams level up their storytelling and marketing skills for both existing and prospective employees. Curious? Reach out to learn more and check availability.
Treat Internal Communications Like Marketing Communications
How you talk to your people is your brand. What you invest in is also your brand.
Too often, organizations double down on amazing people programs but fail to generate awareness, usage, and appreciation for the heavy lifting HR is doing to create an exceptional employee experience.
Here’s the good news: the solution isn’t hard. You’ve already done the tough part, designing the program, selecting the vendor, finding the funding. Now don’t let that work fade into the background because of lackluster communication.
Over the years, I’ve found that a big part of my job as a strategist and creative is helping employers curate and communicate their people programs, shaping them into a clear, cohesive identity.
There’s so much brilliant work happening inside organizations. From well-being to growth to flexibility, don’t let it go unnoticed. Tell the story. Align it with your employer brand. Help your team see how these investments reflect who you are as an employer and how their contributions connect to your mission…because culture doesn’t just happen, it’s designed, inspired, and shared.
Let’s make FY26 a year where your culture speaks louder (and prouder) than ever.
You got this!
Alyssa
Chief Talent Strategist, Powerhouse Talent Inc.
