The RVE Approach: How It Works

The RVE approach began with a fundamental question:

What influences the way people experience work?

As I explored the research, a number of recurring themes began to emerge. Some related to whether people felt heard, supported and invested in. Others related to workload, priorities, decision-making and the practical conditions needed to succeed.

These themes became the foundation of the RVE approach, grouped beneath two interconnected pillars:

Valued

The Valued pillar explores whether people feel heard, supported and recognised within the organisation.

It considers how feedback reaches decision-makers, how contributions are acknowledged, how people are developed and how wellbeing is supported in practice.

Empowered

The Empowered pillar explores whether people have the conditions they need to succeed.

It considers how work is planned, how priorities are chosen, how change is managed and whether people have the clarity and confidence needed to act.

Relieved

Relief is the outcome that emerges when people feel both valued and empowered.

The RVE Sundial brings these ideas together through sixteen elements across six interconnected areas.

Voice & Influence

Two-Way Dialogue: How well leaders listen to and act on staff feedback.
Valued Contribution: The extent to which people feel their contribution is understood, recognised and valued by others.
Open Recognition: How consistently effort, achievement and success are acknowledged across the organisation.

Professional Investment

A Good Induction: The quality of support provided to people when they join the organisation.
Clear Expectations: How clearly people understand what is expected of them.
Progression Pathways: The extent to which personal growth and development are actively supported.

Support and Wellbeing

Daily Wellbeing Support: How effectively people are supported when work or personal pressures begin to build.
Shared Load: The willingness and ability of teams to support colleagues during periods of pressure.
An Open Door: The degree to which people feel safe raising concerns, sharing challenges and asking for help.

Balanced Workplans

Feasibility: The extent to which workplans are realistic, achievable and shaped by the people delivering them.
Capacity for Change: The organisation's ability to deliver change alongside day-to-day operations without overloading people.

Strategic Sequencing

Data-Driven Strategy: The extent to which strategy is shaped by evidence and staff insight.
Prioritisation: The confidence people have in the sequencing of organisational priorities.
Collaborative Selection: The extent to which people can influence decisions that affect existing commitments.

Role Clarity & Permissions

Trust & Confidence: How confidently people can make decisions and take ownership within their role.
Policy Clarity & Guidance: How confidently people can apply organisational policies and standards.

The RVE Sundial

The RVE Sundial brings together six interconnected areas explored through the RVE approach and forms the basis of an organisational assessment designed to help identify where improvements may be needed.

Valued

Empowered

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Learn more about the thinking and evidence behind the RVE approach.

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