In 7P’s of a marketing mix, people (employees) play a major role. They are brand ambassadors of the company so employee experience is vital to the organization. Deloitte conducted a survey, in which they found that 80% of executives termed employee experience as very crucial. Old employees, existing employees, and probable candidates become advocates for the outside world regardless of the decisions taken at the top level. Each step of the employee lifecycle affects the bottom line so understanding employee lifecycle is at most important.
Below are some of the important stages of employee cycle:
- Recruitment: Candidates who applied for a job and yet to join in our company also spread word of mouth about the organization. Whether we consider their time and schedule and how well we plan to make sure a smooth selection process happens also signifies the value of employees in the organization. Being irresponsible at this stage can damage opinion about the organization in the job market.
- Onboarding: Onboarding is a very important step in the employee cycle; organizations cannot take a chance to underestimate its importance. Make sure that we share all the resources and knowledge that a new employee requires. At this stage, a giving clear picture of the job role is utmost essential. Guiding and explaining about work he/she is going to do in upcoming months will be a good idea to help new recruits to settle quickly in the new job role. To make new recruits feel at home, plan a smooth onboarding process and gauge their experience regularly. Sharing useful resources to know the company, its structure, and their job role in detail to the new recruits soon as possible will be the best strategy to ensure a great and quick onboarding process.
- Development: Every employee wants to grow in their career so the development cycle must be implemented throughout the employee lifecycle. There will be a win-win situation for both the employer and the employee as the employer gets a competitive advantage because of employee skills and the employee gets a professional value addition to his/her skill set. Whereas at the time of disruption; development helps as an extra learning to survive. If managers or organizations reward the efforts of voluntary learners for learning new skills, people around them also get motivated and each one will adopt the latest skills required.
- Retention: These days retaining the best talent in the organization has become a challenge due to changing employee expectations and new workforce dynamics. Key to overcome the challenges is to provide a great work culture, maintain a good relationship with the critical resource and encourage an open communication channel. It’s important to know what motivates the employees to remain in the organization. Even though monetary benefits play a crucial role, but it is not the single deciding factor. Long-term strategies to an employee would be recognition, personal growth, value for opinions and sense of belonging.
- Separation: Organization should consider separation stage as trivial in the employee lifecycle. Knowledge transfer and withdrawing from all the benefits will look like a natural process of employee separation in the organization. As discussed in the beginning of this article they are one of the strongest brand ambassadors as they have seen the organization very close. Hence, the relieving process should be smooth and hassle-free to make employees feel a sense of belonging and value while leaving the organization.
Every step in the employee lifecycle is very crucial as it affects the bottom line. To provide a great employee experience, employee lifecycle planning is mandatory. Everything in the business loop is interlinked. If the employees are happy they’ll provide great customer satisfaction and if the customers are happy, then the business will grow to the peaks. So using all the above mentioned important points in employee lifecycle stages a great employee experience can be provided.