A team member working in an organization goes through different stages during the work cycle. The employee life cycle model is implemented to recognize and express these essential stages faced by the employee when working in an organization.
Companies need to provide employees with an encouraging work environment to maximize their productivity as much as possible.
This productivity leads to the success and growth of the organization and is promoted within the corporate sector for employee life cycle management.
The life cycle for employees designed for your organization reflects your company’s mindset and the ethics engraved for the organizations success and growth.
Employees working in a company go through different points of engagement with the company, which is directly related to the motivation and success of the employee.
This post will discuss the six stages of the employees journey in a company, also called the employee life cycle. Let’s look at the employee life cycle stages and their stages below to analyze the company culture.
|Table of contents|
|What Is the Employee Life Cycle?|
|Why Is the Employee Life Cycle Important?|
|Six Stages of The Employee Life Cycle|
What Is the Employee Life Cycle?
The employee life cycle is used to describe the different stages which an employee has to go through when they are providing their services in a corporate organization.
The goal of implementing the employee life cycle is to ensure that suitable candidates are recruited in the company so that morale can be maintained within the organization while monitoring the driving performance of existing employees.
However, the employee life cycle is more complex than it looks because it is pretty complicated. The process involves analyzing and implementing specific strategies to manage staff turnover lately managed.
It is the major reason organizations prefer to get external HR specialists for their company to provide services and improve employee experience.
Why Is the Employee Life Cycle Important?
Successful organizations believe that people and employees are essential assets for their company’s growth. Engaging the employees to increase their productivity and motivation is crucial to the company’s growth.
It creates a pathway for meeting all the business goals and gives a company a competitive advantage in the industry.
Also, increasing employee experience and performance is directly related to the organization’s growth and leads to jobs at its fraction and employee engagement.
Employee management is essential, and that is by the employee life cycle has been developed as a successful strategy to ensure that every company can reach organizational goals within a specific period.
The employee life cycle holds particular importance so that the employees feel included and improves the employee experience. If the employee’s morale reduces, it is directly related to productivity, and as a result the productivity of employees will also decrease.
The employee life cycle strategy impacts the company’s prosperity, which is why every company’s employee life cycle is crucial to HR.
Six Stages of The Employee Life Cycle
The employee life cycle metrics is divided into six segments, depicting employee engagement within an organization. Let’s look at the six stages of the employee life cycle below.
Employee attraction is the first and the most critical stage of the employee life cycle for employee development. It is a well-known fact that it is only possible for any company to succeed by having good products and services for their customers.
However, your products and services will only be helpful if you are recruiting new and impressive talent into your company according to the need of time.
If you want to make your organization succeed, you need to attract the right employees and candidates so that they can start working and providing their services to your organization. The attraction stage is the most important when you want to re-establish your company’s growth strategy.
The attraction stage is open when you have a new position for hiring candidates in your company. You need to show your organization as a great place to work for someone to start their career, and you need to attract them.
You need to attract the employees’ minds and impress the external market to create value and a reputation for your company.
Creating a positive perspective about your organization in the market is essential, so people know what it is like to work in your company.
Raising Brand Awareness for Attracting Talent
Employees are attracted to work in a professional environment where they can learn and have different growth opportunities individually in the industry.
The corporate relationship between potential employees starts with your organization when they sign the employment contract or find out about your organization for the first time when they are exposed to your brand reputation.
Having outstanding HR leaders is essential in the corporate environment of your company. People are interested in more than just working in a company to earn money.
Employees also apply to was specific company if the brand strategy or purpose resonates with them or if there is something unique about it.
Employees are company assets and the employee lifecycle model is proven to improve employees experience, employee happiness, the HR processes, employees interactions, and their own development.
The second crucial stage of the employee life cycle is the employee recruitment stage. It is the most critical time when you will be hiring talent into your companies so that they can join and start providing their services for your organizational growth.
There are many reasons behind the recruitment process. For example, you might be recruiting new employees because a new vacancy is open, as someone has left their current role behind.
Only the other hand, you need the best new talent in your organization because you created a unique position to organize things better and manage your employees.
You not only want to provide an impressive candidate experience but also implement a collaborative hiring process that is based on specific criteria without being biased.
Implementing this strategy for the recruitment process will bring you great results in a particular period.
Significance of External Learning
Getting the right talent on board is the first step toward your company’s success. Specific tools are used to manage the recruitment process.
Multiple companies use different social media platforms and channels to find potential candidates for a particular position in their company.
It is vital to make your job advertisement attractive, effective, and valuable for the candidate. The HR department plays a vital role in the corporate culture and always encourage external learning by encouraging managers to hire the best employees.
Employees learn through further development, and it is a part of the employee journey to train existing employees.
The employee onboarding stage is crucial in the employee life cycle after recruiting the top talent in your organization.
It is a critical stage because this is when the new talent in your organization has to adjust according to your organizations existing environment and give their best performance with maximum productivity.
When the employees you recruited in your organization start working quickly and smiling according to your organizational environment, it will lead to the prosperity and growth of your organization.
Reasons for hiring new talent
Recruiting new talent from time to time is essential because the new employees are more curious and motivated to discover the in-depth aspects of the position in which they are working as compared to the old employees of your organization.
In this stage, the organization must ensure that the new employee feels welcome and contributes by engaging with the company’s policies. Provide a job description to the Employees explaining everything along with their roles’ duties.
The next step is to discuss the values and vision of the company and then provide them with a list of your expectations clearly without any ambiguity. It clarifies their role and what will be needed for the company’s success.
Regular follow-ups from your employee are essential so that you can stay up to date about their schedule and resolve their queries face to face.
It is the most critical stage of the employee life cycle because you will start encouraging and motivating the employees for personal growth and development.
As a successful organization, it is a plus point to develop the professional behavior of the employee as a corporate employee in the industry and an individual in your team. It leads to their skill development, and they can find better future career opportunities.
Increasing employee productivity leads to employee engagement in the organization, which positively impacts your company. The organization will arrange external learning during this stage by organizing employee conferences and seminars.
It is also done in the form of employee training to achieve skill development for the employees prosperity as an individual and in the corporate sector.
Enhancing Employee Productivity through development
After getting an inside into the employees performance, you can figure out where they will fit the best and where they need room for improvement. Honest feedback is provided to the employees so that they can work on their skills.
As an organization, it is your duty to encourage the employees to be responsible for their development and growth by increasing their skill set after a particular period.
The most important aspect during this stage of the employee life cycle is to provide rewards to the employees who are efficient in the learning and training process by taking responsibility.
Rewarding the employees will create a positive mindset regarding your organization, and you will be able to hire the best talent within your company.
The fifth essential stage of the employee life cycle is the employee retention stage. In this stage, as an employer, you are responsible for ensuring that employees working in your organization are satisfied with their roles and position.
You need to design the functions within the team to increase job satisfaction, and all the employees are happy in providing their energy on their job duty.
It is only possible after careful thought and implementing particular strategies to make your organizations culture positive. In a poor organizational structure, the employee job turnover rate is relatively high, and it becomes pretty expensive to manage the loss.
Working on employee retention is essential if you want to avoid the risk in your business and you want the employees to keep working for a long time and be satisfied with their jobs. HR manages employee retention of current employees, and the employee life cycle includes an aspect to boost employee happiness, so every employee engages.
Why is the retention of employees need of time for the employee lifecycle model?
- Retention of employees is enhanced by an appropriate employee lifecycle strategy. HR is responsible to measure team morale of former employees frequently in all stages of the employee lifecycle.
- Hire the right employees who are fit for the position. Make sure that you are not hiring employees who and under-qualified or over-qualified. You need to hire people who are the right fit for the job. The next type is to maintain a great relationship with all the team members and communicate with them without any ambiguity.
- Taking employee feedback from time to time will also ensure that you can implement the right strategies for them, increasing their productivity. Analyze what motivates your employees the most and provide them with values so that you can Train Your employees in a better way.
The employee separation stage is critical because it brings the entire employment life cycle to its conclusion. It can be due to multiple reasons, such as any employees reasons or retirement time.
You need to treat this aspect properly because it will also impact the other employees working in your organization.
This duty is given to an organizations HR professionals to ensure that the employees operating in the company do not cause any significant negative effects on the company.
The first step is to find out the reason behind the employees resignation letter and to minimize the reason in future circumstances to make it more comfortable for other employees.
Keep a positive and professional attitude if your top performer leaves because you need to find someone else to replace them. After your top employee leaves, measure team morale frequently to maintain the company values.
Managing Departing Employees
- Ask them for feedback when they leave, and then you can make your organization better for your other workers.
- Keep presenting the other team members with reaffirmation and motivation so that they can keep providing the best value to your organization and grow as individuals in their professional careers.
Employees leave for personal reasons, and the employees departure impacts the human resources in the company culture. Employee surveys are helpful to refer potential candidates and improve regular employee recognition.
When a team member leaves, it is the duty of HR to boost team morale and focus on professional development, retention, employee engagement, and improve employee performance.
Employee interaction is crucial for the success and growth of any company in the industry. The employee life cycle model emphasizes the best strategies to visualize and implement the right policies in the company to improve employee engagement.
The employee life cycle model comprises six stages, all of which are crucial. All stages should be given equal attention for the success of your employees and the corporation.
By providing the appropriate amount of attention and focusing on the right strategies, you can make every stage of the employee life cycle model successful and attract suitable candidates for the growth of your organization.
In the end, you will achieve an impressive team working towards the goals and objectives of your company.