Employees are the most important resource for the organization. Therefore, it is very important to pay special attention to the Employee Life Cycle.
What is the employee life cycle?
The employee life cycle encompasses the entirety of an individual's association with their employer. Alternatively stated, it delineates the distinct phases an individual undergoes commencing from the time of employment until their departure.
The seven stages in an employee life cycle model are:
- Attraction
- Recruitment
- Onboarding
- Retention
- Development
- Offboarding
- Happy leavers
Describe above model as follows:
Attraction
Attraction is the first stage of the life cycle. It is essential to establish a vision and mission that are unambiguous so that employees not only comprehend their place within the organization but also what is expected of them. During this stage, the primary objective is to identify individuals who are committed to your mission and have a specific desire to work for you. An effective means of attracting candidates is by publishing high-quality job postings on social media platforms.
This section should be succinct and comprise pertinent information such as salary or hourly rates, work location prerequisites, duties and obligations, job outline, and more. Ensure that, when writing these posts, you emphasize how each role contributes to the organization, as opposed to focusing solely on responsibilities and duties (which should be detailed further down). Include details such as "What is the purpose of this position?"
This section should be succinct and comprise pertinent information such as salary or hourly rates, work location prerequisites, duties and obligations, job outline, and more. Ensure that, when writing these posts, you emphasize how each role contributes to the organization, as opposed to focusing solely on responsibilities and duties (which should be detailed further down). Include details such as "What is the purpose of this position?"
Recruitment
After attracting potential candidates, the recruitment phase ensues. It is critical to establish a favorable candidate experience during this stage of the life cycle by furnishing unambiguous directives and anticipations for both the organization and the candidate, in order to prevent any unforeseen developments when the induction process commences. It is also essential that employees scrutinize potential hires with meticulousness throughout this process to ensure that only individuals who align with the organization's culture and values are engaged.
An initial screening phone call should precede a series of interviews until the ideal candidate has been identified and effectively selected. Notes should be taken after each interview regarding the candidate's conduct or responses, as these may be relevant in the future if other team members have inquiries during their own interviews. By doing so, they will be better equipped to understand the candidate's work style.
An initial screening phone call should precede a series of interviews until the ideal candidate has been identified and effectively selected. Notes should be taken after each interview regarding the candidate's conduct or responses, as these may be relevant in the future if other team members have inquiries during their own interviews. By doing so, they will be better equipped to understand the candidate's work style.
Onboarding
The onboarding process is the next phase of the new employee life cycle. The first day of this should consist of both formal and informal training. It is crucial to review company policies during orientation; however, team members should also be permitted to shadow various individuals to gain a better understanding of their specific responsibilities. This will accelerate their success because they will be gaining practical experience rather than simply receiving instructions throughout the day.
Additionally, it is essential that employees comprehend the rationale behind the existence of particular policies in order to avoid any ambiguity or miscommunication that may arise when a problem arises in the future. During this period, it is advisable to conduct regular one-on-one meetings with each individual who reports directly to your department and provide feedback every two weeks. It is essential to verify that they are making progress toward their objectives so that you can assist them in attaining success. Additionally, ascertain whether they require supplementary training or assistance to accomplish their goals.
Additionally, it is essential that employees comprehend the rationale behind the existence of particular policies in order to avoid any ambiguity or miscommunication that may arise when a problem arises in the future. During this period, it is advisable to conduct regular one-on-one meetings with each individual who reports directly to your department and provide feedback every two weeks. It is essential to verify that they are making progress toward their objectives so that you can assist them in attaining success. Additionally, ascertain whether they require supplementary training or assistance to accomplish their goals.
Retention
The retention stage is the next phase of the life cycle. To foster employee satisfaction and encourage open communication regarding tasks, clarification of expectations, and inquiries, it is critical to strike a harmonious equilibrium between excessive rigidity and the absence of any framework. Employees ought to feel at ease voicing concerns so that problems can be promptly resolved and prevented from escalating. This is particularly important if the issue pertains to company culture, as such concerns can significantly affect the overall reputation of the organization for various reasons.
It is crucial that managers pay close attention to the short-term and long-term career objectives of each team member and how these align with departmental and organizational objectives during this period. By doing so, you can collaboratively devise a strategy that not only facilitates their professional and organizational success but also ensures they perceive that their objectives are being fulfilled.
It is crucial that managers pay close attention to the short-term and long-term career objectives of each team member and how these align with departmental and organizational objectives during this period. By doing so, you can collaboratively devise a strategy that not only facilitates their professional and organizational success but also ensures they perceive that their objectives are being fulfilled.
Development
This phase of the employee life cycle is all about helping with employee development. Amidst this period, it is critical to consider the professional aspirations of every team member and devise strategies to assist them in achieving those goals. This may entail providing supplementary training or feedback when necessary, and remaining receptive to novel concepts that could optimize current procedures, thereby benefiting all parties concerned.
Furthermore, it is imperative that you implement a reward system to demonstrate appreciation from management and inspire employees who have yet to receive recognition (e.g., a promotion or incentive), even if the rewards are initially modest, by demonstrating that their efforts do indeed bear fruit.
Furthermore, it is imperative that you implement a reward system to demonstrate appreciation from management and inspire employees who have yet to receive recognition (e.g., a promotion or incentive), even if the rewards are initially modest, by demonstrating that their efforts do indeed bear fruit.
Offboarding
The purpose of an offboarding period of the employee life cycle is two-fold. One purpose of this is to assist the organization in gaining greater insight regarding its employee experience and employment practices. Conversely, it influences the critical final perceptions that employees will form regarding the organization, as well as the public image that they will present. The objective is for departing personnel to transition into "Happy Leavers," as articulated by employee experience expert Ben Whitter.
A considerate and effective offboarding procedure is critical following an employee's departure. The employee should feel supported, valued, and well-prepared during their transition out of your organization.
The offboarding procedure must be executed seamlessly with regard to the coordination of handovers and the transfer of equipment. More importantly, you can use this time to determine which aspects of the employee life cycle performed well, which did not, and how they can be improved. This requires the organization of an exit interview.
An exit interview is a methodically organized dialogue designed to gather insights regarding the experiences of employees during their tenure at the organization. This data can be utilized to enhance the phases comprising the employee life cycle, thereby guaranteeing a more favorable onboarding experience for subsequent employees.
A considerate and effective offboarding procedure is critical following an employee's departure. The employee should feel supported, valued, and well-prepared during their transition out of your organization.
The offboarding procedure must be executed seamlessly with regard to the coordination of handovers and the transfer of equipment. More importantly, you can use this time to determine which aspects of the employee life cycle performed well, which did not, and how they can be improved. This requires the organization of an exit interview.
An exit interview is a methodically organized dialogue designed to gather insights regarding the experiences of employees during their tenure at the organization. This data can be utilized to enhance the phases comprising the employee life cycle, thereby guaranteeing a more favorable onboarding experience for subsequent employees.
Happy leavers
If you want to keep your employees—and ideally use them as a resource in the future—you need to ensure you’re treating them right throughout the employee life cycle. Employees who have a positive rapport with you may even consider returning to work for you in the future.
Even if not? They will at least have the ability to recommend you to their peers who are seeking employment.
The most detrimental error a business can commit with regard to employee engagement and retention is presuming that its staff will not wish to return.
Indeed, according to statistics, one in four individuals who resign during the Great Resignation later come to regret their choice. This presents an opportunity to recruit boomerang employees who have previously enjoyed their tenure at your organization.
Organizations may utilize corporate alumni platforms to maintain communication with former employees. These websites enable businesses to interact with former employees and provide them with information regarding the most recent company developments and events. Additionally, they provide employers with the chance to engage with their alumni network and potentially rehire individuals.
Throughout an employee's life cycle, ensuring they have a positive experience is critical to establishing a prosperous alumni network.
Even if not? They will at least have the ability to recommend you to their peers who are seeking employment.
The most detrimental error a business can commit with regard to employee engagement and retention is presuming that its staff will not wish to return.
Indeed, according to statistics, one in four individuals who resign during the Great Resignation later come to regret their choice. This presents an opportunity to recruit boomerang employees who have previously enjoyed their tenure at your organization.
Organizations may utilize corporate alumni platforms to maintain communication with former employees. These websites enable businesses to interact with former employees and provide them with information regarding the most recent company developments and events. Additionally, they provide employers with the chance to engage with their alumni network and potentially rehire individuals.
Throughout an employee's life cycle, ensuring they have a positive experience is critical to establishing a prosperous alumni network.
Source
Kaczynski, K. (2023, February 22). The Employee Life Cycle and Why It Matters. Flair Blog for HR Professionals. https://flair.hr/en/blog/employee-life-cycle/
Verlinden, N. (2024, February 5). Employee Life Cycle: The Ultimate Guide for HR. AIHR. https://www.aihr.com/blog/employee-life-cycle/#:~:text=The%20employee%20life%20cycle%20consists,its%20own%20goals%20and%20objectives.
H. U. (2022, February 1). What is the Employee Life Cycle? YouTube. https://www.youtube.com/watch?v=q6tYsyFF-yM
[online] [Accessed 28 March 2024]
