The importance of a positive candidate experience has long been stressed, but what about the importance of the employee experience? Organizations pay a lot of attention to attracting and recruiting top talent, but if they aren’t paying attention to retaining talent then they will forever be attracting and recruiting. To improve the employee experience, organizations need to look at the whole employee lifecycle and pay attention to all of the stages in order to not only retain but engage their employees.
- Attraction. Before you even have an open position, candidates may already be learning about your organization through your employer brand, and the activation of your brand across your career website and social media platforms.
- Recruitment. You either have a vacant position or have created a new job that needs to be filled and is actively seeking to fill the position by enlisting the help of your employees through employee ambassador and employee referral programs.
- Onboarding. The moment that a candidate accepts a position the onboarding process begins and can last through the candidate’s first year, depending on how the organization sets up their onboarding program. The onboarding process might include mentoring programs, training and ongoing feedback through 90-day interviews, focus groups and surveys.
- Development. Helping employees improve their skills and develop their career by starting learning communities, offering collaboration sites, providing teaching opportunities and internal mobility benefits not only the employee but the company as well.
- Retention. Employee culture will have an impact on your retention. To build a positive company culture you can implement a peer-to-peer acknowledgment or recognition program and provide employees with opportunities to receive feedback on their performance. In addition, corporate wellness initiatives and total rewards packages can go a long way with employees.
- Transition. When an employee gives their notice companies should have a plan to help that employee transition to their next step, whatever that may be. This step can even last years if you implement alumni groups, networks or reunions. Having a transition plan in place provides employees with an opportunity to provide feedback and can leave them with a positive lasting impression and may even lead to boomerang hires.
If you’re interested in learning more about the employee lifecycle, contact us at firstname.lastname@example.org. You can also download our Employee Engagement Scorecard and our Onboarding Checklist.