Appreciate Employee

Taking the Right First Step – Identifying Stages of the Employee Life Cycle

Employee experience is taking the centre stage. And rightfully so. A humane, empathetic and strategically designed employee experience boosts happiness at the workplace. Happy employees are productive employees. What does it take to create an employee experience that your people deserve? How do we as HR leaders ensure that our people love being at work, be it in a physical office or in a remote setup. How can we be there for them at all stages of the employee life cycle? From hiring to retiring, to building relationships with alumni, an HR leader’s job is never done.  

Building a great employee experience strategy begins with identifying the important stages of an employee’s life cycle and ensuring that the organization does due diligence and preparation to cater to every need of the employee during those moments. The actual ‘moments that matter’ to the employees.

Identifying them will be step 1 for the employee lifecycle and will initiate the journey towards creating the best employee experience.

Stages of Employee Life Cycle:

Attraction

The employee journey begins even before they join you. Why are some companies called the ‘dream companies’? Say a Google or a Facebook? Why do people dream of working or applying for Google? The answer is the brand image. You need to start attracting talent to apply for your organization and that happens when you increase your visibility in the recruitment circle and there are various ways to do it. Ads, seminars, recruitment drives and the list goes on.

Positive work culture

Recruitment

Step 2 of the employee life cycle and a very important one. The recruitment process needs to be a seamless process. There should not be any dead ends in the system. A systematic recruitment drive means that the applicant is informed of all the steps and also, conveyed if they could not make it (just so they can move on to other opportunities)). The hiring process should include the inputs of your team as well in terms of defining what is required and referrals should be incentivized.

Diversity & Inclusion

Onboarding

The first impression may not be the last impression but it does give an idea of the culture of the company to the employee. We recommend that the onboarding process must be seamless and since work from home is the new normal, it should be digital. All the necessary details such as job descriptions, company expectations, induction, etc could be made digital so that it becomes easy for the new hire to comprehend everything. Berry, a deep learning employee voice platform helps you create excellent onboarding roadmaps specific to the needs of your organization.

Appreciate Employee

Journey and Development

Once an employee starts, it is a journey and we believe that it should be a journey with development. It begins with providing the right resources and time to learn a new skill and the freedom to apply those skills without having the fear of how others will react. Employee Voice must be listened to and acted upon. When employees feel valued, they perform better. So the journey can be a roadmap and it depends on you how you wish to design this roadmap for your team and fill it with rewards and recognition and most importantly, value to their voice and contributions.

Retention

Every company wants the best talents to work for them if it fits in their budget. Your star performer at the end of the day is still an employee who can switch given better opportunities are provided by others. How do we stop that from happening? Well, it should start with hiring the right people. If you hire someone who has been frequently shifting jobs, chances are that they may do the same the moment they get a better offer. Hire the people you believe to have a long-term potential to exist, train them and treat them in a manner that they never feel alienated from the vision of your organization. The best way to do this is to conduct dynamic feedbacks.

Diversity & Inclusion

Separation

As much as we want to keep a long-term relationship, some journeys are meant to end, and just like step 1, this should also be a smooth transition in terms of documentation as well as the transfer of responsibilities. Make sure that you take feedback as to why they wish to discontinue and incorporate it in your employee experience strategies. Berry ensures that all the conversations are anonymous and yet the sentiment is captured.

All these steps have one thing in common and that is feedback. It is very important to know the exact pulse of your employees to determine what is going right and what needs to be improved.

 

Berry is a digital personality that can be an HR leader’s strongest ally and every employee’s biggest confidant. Berry can help measure and improve employee happiness. Berry uses deep learning to interact, interpret and drive accountability using actionable patterns that it learns. Berry is available to answer simple questions and is capable of having complex conversations with employees. HR Leaders use Berry to run campaigns that help them to understand the pulse of the organization around various topics. Conversations are then analyzed and actionable insights are drawn out instantaneously.