The 2017 Deloitte Global Human Capital Trends states, “A strong employee experience also drives a strong customer experience.” Given the importance of your employees, the same concept applies to their journey.
Mapping the employee journey and focusing on the employee lifecycle provides you the opportunity to attract the talent you need to compete in today’s markets, along with delivering a more sustainable customer experience.
The employee lifecycle covers six main stages which can be illustrated as an ongoing, perpetual lifecycle, with each one providing different opportunities for business-critical feedback.
Whether your traditional HR programs need a simple revitalization based on best practices or because you’d like to revolutionize them so you can engage employees, as an HR function, we have the unique opportunity to turn every day HR transactions into employee interactions that become everyday tools relevant to how employees live and work.
All employees interact with an organization through a cyclical process — from the time they start thinking about you as a potential employer to when they become an employee up through when they leave. A simplified approach is to think of it as “Hire-Inspire-Retire” or, depending on the complexity and needs of your organization, take a more in-depth approach to the employee experience.
No matter how you define it, the employee lifecycle is the foundation for balancing business needs with the needs of your employees. When looking to enhance current programs or processes, we tend to put the major focus first on the needs of the business and the needs of employees second. Using the employee lifecycle as your roadmap ensures you are thinking about the employee holistically, considering their varying motivators, and refining your HR programs accordingly. And when you deliver tools that resonate with employees, you see a higher return on engagement, adoption and sustainability.
