Key milestones in the employee experience
1. Attraction / Recruitment
This stage is critical because it’s the first chance you have to introduce your company culture and establish trust with a potential hire. The candidate experience is also the perfect opportunity to ensure people become advocates for your organization – regardless of whether they join your organization or not. Getting feedback at this stage is a great opportunity to improve both the process and experience of applying to work at your organization.
The onboarding program, which is meant to get new hires up and running smoothly, is critical because it can have a significant impact on an employee’s tenure. It starts when a new hire accepts your offer and continues through a new employee’s first weeks, months, and even their first year on the job. Getting feedback at this stage not only helps improve your onboarding process but also identifies any gaps or inconsistencies in knowledge and training.
Employee engagement is a workplace approach resulting in the right conditions for all members of an organisation to give of their best each day, committed to their organisation’s goals and values, motivated to contribute to organisational success, with an enhanced sense of their own well-being. It’s demonstrated by how employees think, feel, and act, as well as the emotional connection employees feel towards their employer. This kind of reviews typically conducted annually and are particularly useful at the retention stage of the employee lifecycle, as they indicate how involved and engaged established employees feel in their work.
Employee development is an important and continously ongoing stage in the employee journey, with individuals developing at different rates across a variety of skills. As employees develop within their roles, you need to quantify their productivity, ability to be a team player, and promotion aspirations. You also want to offer the potential employee the chance to expand their skill sets, an increasingly important differentiator for many employees looking to have a “portfolio career” consisting of many different experiences.
Performance management should be a keystone of good people management. Performance, responsibilities, learning and development, and business objectives are discussed in a safe and supportive environment . It includes establishing objectives, improving performance and reinforcing employee accountability. During this section, we also need to know whether the employee feel they are getting enough feedback, or whether the employee feel supported and encouraged by those around them.
Even with your best efforts, you can assume that most employees will leave your organization at some point. Especially given that average tenure at organizations is on the decline, it’s more important than ever to stay engaged with employees – even when they’re on their way out. An exit survey allows you to do that by understanding the reasons behind an employee’s decision so you can make necessary adjustments to reduce turnover in the future and also show that their feedback is valued.