A model which maps the entire journey an employee takes in an organisation is known as the Employee Life Cycle (ELC). As the most important asset of any organisation is their people, companies with engaged and dynamic employees are the ones which succeed. That’s why the ELC is incredibly important, and it should attract, recruit, onboard the right people, motivate the employees and drive the desired end results.

The Harvard Business Review, McKinsey, Deloitte and others agree with the importance of the employee experience. The Deloitte Global Human Capital Trends states, “A strong employee experience also drives a strong customer experience.” After the economic shake up from the pandemic, the employee experience is the key aspect to retain people in the organisations. The use of technology at every stage of the Employee Life Cycle also has a positive impact to make businesses more efficient.

In order to build a positive ELC, mapping an employee’s journey with the organisation is vital. This will help HR get a clear vision of what needs to be improved and upgraded and how to better position yourself in the industry.

Stages of The Employee Life Cycle

1. Attraction: In this stage the organisation is ready to recruit people for specific positions. In this initial stage the advertisements are made and the search for the right person for the right job begins. The organisation should ensure that it is a great place to work with – we must walk the talk.
2. Recruitment: A crucial stage for the organisation. If the decision making is inaccurate at this stage, then it will negatively impact the organisation. The key is transparency in communication and keeping candidates informed on whether they have been selected or not. In addition to this, the recruitment process needs to wow the candidates – it should be an experience to remember.
3. Onboarding: This stage of the ELC introduces the employee to the organisational norms and culture, with HR facilitating the employee’s understanding about the organisational expectations of the employee. New employees also provide a fresh perspective on various aspects in the organisation. Actively listening to the newly hired employees and getting their feedback is critical at this stage. This simple gesture enhances and boosts the brand reputation which goes a long way.
4. Development: Employee passion and clarity for their career growth and opportunities that will upgrade their skill set and increase their efficiency and productivity are prime priorities. With the advancement in technology. it has become essential to keep up to date with the latest trends. Employee development allows them to continuously learn and grow during their tenure in the organisation.
5. Retention: There must be an open dialogue between the management and the employee during this stage. It is the climax of the ELC and eventually determines how an organisation will turn out in terms of their branding and how capable they are to retain the talent.
6. Separation: The last stage of the employee life cycle, where an employee bids goodbye to the organisation. There are several reasons of leaving the organisation which may be attributed to name a few, better job prospects, retirement or relocation. Irrespective of what the reason is, both the employee and the management should handle this stage carefully. Well-structured and carefully executed exit interviews will give significant insights towards the betterment of the Employee Life Cycle model.

As you can see, the Employee Life Cycle model is a continuous loop. All these stages comprise both employees’ milestones and continual needs. Making sure every stage is honed to be as rewarding and as engaging as can be will help your organisation rise above the rest.