Inside Asian Gaming

IAG JUL 2019年7月 亞博匯 38 employer and the employee. Typically, the EVP consists of one core statement (the EVP tagline) plus additional statements about what benefits your organization offers to employees, what you expect from employees in return and, most importantly, what differentiates you as an employer. The EVP thus underscores key offerings provided by an organization in return for the skills, capabilities and experiences an employee brings to the employer. For example, Lottery.com, the online lottery operator, has crafted this EVP, “We know that the world owes us nothing and that our incredible team is our biggest asset. We have a phenomenal culture and unparalleled drive, and each member of the team is carefully selected because they fit with our tribe and our vibe.” Shopify has crafted its EVP as, “We’re Shopify. Our mission is to make commerce better for everyone – but we’re not the workplace for everyone. We thrive on change, operate on trust and leverage the diverse perspectives of people on our team in everything we do. We solve problems at a rapid pace. In short, we get shit done.” Creating your EVP is easier said than done. The EVP design process should start out with asking four key questions of the organization: • How unique are the rewards we offer our people? 不適合所有人。我們致力於改變，並把我們的運作建基於信任之 上，而且利用我們團隊成員多元的願景，去做我們要做的事。我們 是以高速的步伐解決問題。簡單來說，我們包搞掂。」 製作一套EVP 可謂說易行難，而設計過程就應該以詢問以下 四個關於機構的關鍵問題作起點： • 到底我們給予團隊成員的報酬有多獨特？ • 我們的管理有甚麼出色之處？ • 我們的文化有甚麼突出之處？ • 我們如何以獨特的方式影響社會、我們的社區、我們的 星球？ 大部分渴望在亞洲經營的娛樂場企業都沒有一套表述清晰的 EVP。為了就將要來臨的招聘大混戰作準備，企業需要今天就開始 行動。招請一位有技巧的主事人，幫助設計你的EVP。用EVP來建立 你的僱主品牌。把EVP 當作指引，去處理你每個關於人事的決定， 以招聘及挽留最優秀的員工。 • What’s great about our management? • How is our culture special? • How do we uniquely impact society, our community, our planet? Most casino companies desirous of operating in Asia do not have a clearly articulated EVP. To prepare for the looming hiring frenzy, they need to start today. Recruit a skilled facilitator who will help you design your EVP. Use this EVP in your employer branding. Hire and retain the best by having the EVP guide every employee decision you make. CONCLUSION According to McKinsey, the productivity gap between an average performer and a high performer for jobs requiring high complexity is 800%. The days of “Build it and they will come,” are long gone for the casino industry in Asia. As Govertsen and DeCree rightly conclude, “For too long Asia has been an unbelievably forgiving place to be a casino operator, thanks primarily to China’s rise. “There will be a notable and growing divergence in operator performance in virtually every market in Asia, with market share gains captured by the most capable.” Capability is defined solely by high quality, highly productive employees. This is where a winning EVP matters. 總結 根據McKinsey 的說法，一個普通執行力和一個高執行力的人 在需要處理高複雜度的工作時，其生產力的差異可達800%。為亞 洲的博彩業而言，那些「只要建好，就有客來」的日子已不復存在。 正如Govertsen 和DeCree 所下的結論正正指出：「由於中國的掘 起，亞洲已經有一段太長的時間成為一個對娛樂場營運商寬容得 難以致信的地方。」 「基本上每個亞洲市場的營運商都將會在表現上出現一個 明顯及逐漸增強的差異，以致那些最有能力的將會奪得更多市場 佔有率。」 企業能力的高低只取決於高質素、高生產力的員工，而這正 正彰顯出一套優秀的EVP 的價值所在 。 COLUMNISTS