Employee Lifecycle: What It Is And The Stages Involved
“An employee’s job is to give his or her best work every day. A manager’s job is to give the employee a good reason to come back to work tomorrow.” -Liz Ryan
The pillars of a great organization begin with great company culture, the perks and benefits and also with good leadership. But an organization is incomplete without its valuable assets, the employees. They are your backbone who continuously work hard day in and day out to fulfill the organization's objectives.
As soon as a new employee joins an organization, they start investing their time and skills, thereby beginning the employee lifecycle. A cycle which is about learning how to do their task, understanding new possibilities and becoming proficient in their respective field.
But when you come to think of it, from where exactly does this employee lifecycle start? To understand how employee lifecycle works, you first need to understand what exactly it is.
What is Employee Lifecycle?
The employee lifecycle is all about the different stages that an employee goes through during their time at an organization. And it is important for every HR team to make the stages more beneficial for the employees.
Each stage of the employee lifecycle has its own challenges and every organization can work on it to make the process better and improve it. It's a gradual process and it does take time. But a good employee lifecycle program is more likely to be a positive program that helps your employees to be the best of the best.
You need to make the lifecycle process more efficient for better recruitment and retention in your organization. Now that you have an idea what employee lifecycle is, let us delve into the different stages that comprise the lifecycle.
Stages involved in ELC (Employee Lifecycle):
The first and foremost step that starts the process of the employee lifecycle is attracting. The corporate market has a vast pool of talents out there. And attracting the candidates with potential is very important. Candidates with massive potential are enthusiastic, thought leaders and actively take part in any project with their innovative ideas.
To attract the right candidates, you need to advertise about the job vacancy along with the organization's goals, objectives and mission. This can start with employee advocacy, referral programs of an organization or any social media posts. But you need to keep in mind that you post about the right job to the right people and that your audience understands what exactly you want.
The second stage involves hiring the right people for the right job. You need to have a good hiring strategy in your organization to make the most out of the recruitment process. Recruitment can be a very draining process for both the recruiter and the candidate.
To conduct a good interview you need to be specific and relevant about the job that you have to offer. This will help you to choose the right candidate for the job and help you understand whether the candidate has understood the organization's goals and objectives. Also, make sure to provide the candidates with constructive feedback and criticism. And be prompt to carry with your hiring processes once the candidate is selected.
After the recruitment process, it comes down to the next phase of the employee lifecycle- orientation and onboarding process. During the time of orientation, an employee is introduced to its new workplace, the company policies, benefits of working in that organization and concentrating on building a good relationship with their peers.
A smooth orientation process is quite essential for an employee to fit right in the organization and get occupied in their respective tasks or jobs. Not only will it ease up their anxiety but it will also increase employee engagement. Moreover, an orientation program helps your new recruits to understand what is the organization main purpose and goals are in the long run.
Employee development is another stage that happens during the employee life cycle. Employees are always on the lookout for career growth and opportunities that will make them more proficient in their job. And with the new technological advancements in the rise, it has become necessary for everyone to keep up with the changes.
Employers can provide training and developmental programs to update existing knowledge and skills. This way they can expand their fields of knowledge and skillsets in various departments. Also allowing them to continuously learn and grow throughout their tenure.
The employee retention stage is the fifth stage in the employee lifecycle. This is the stage where every employer focuses on retaining their top and prized employees. Employers should keep in mind that their employees are happy and challenged in the organization with new tasks and projects.
Employee turnover is the exact opposite of retention and often leads to high costs and a headache every organization tries to avoid in the long run. Company culture and the benefits that you provide plays a major role in employee retention. Another key point to remember while improving retention in your workplace is having a transparent and open work environment. Good company culture will always lead to more retention.
The final stage of this lifecycle ends when an employee leaves due to personal reasons, retirement or a new job. It’s important that you keep your offboarding processes as strategic as your onboarding process.
When an employee leaves it can affect certain members of the team and it is up to the HR manager that they keep everything on track. To keep fluency in the offboarding process you can dig deep into why the employee resigned or ask for honest feedback from the leaving employee. Just keep the process simple so that there is no panic within the organization and does not disrupt the flow of work going on.
It’s a never-ending loop
Once an employee joins any organization, their job lifecycle starts. A lifecycle that starts with recruiting and ends with them leaving a company. It always runs in a loop (no wonder it’s called a cycle after all). When some employees leave, new ones join and the cycle continues.
Moreover, the cycle has been structured in such a way that every stage compliments each other. And if there is one broken link in that cycle it will be incomplete and the program will not function well. E.g., after the recruitment process is done employees have to go through good orientation and onboarding program. These programs help the employees to perform well, increasing productivity and morale. Thus, leading to low turnover and high retention.
So, it depends on the organization and the human resource department that they make their employee cycle program run smoothly without any hiccups to make the most out of it.