A company is only as good as the employees it hires. We all know this, but let’s take it a step further.
The employee life cycle is the bloodline for any organization. You need to take proper care of your employees to reap success. To do this, you need to understand each stage of the employee life cycle and where your employee stands in it.
When implemented correctly, effective employee life cycle management boosts long-term retention. Your employees are happy, so they remain longer and continue adding value to your business.
That doesn’t mean this management is easy, though. That’s why, in this Process Street article, I’m taking you through each stage with a free template.
10 Remote Onboarding Best Practices to Skyrocket Productivity and RetentionKashish Trivedi
Onboarding is an intense process with a new hire needing to complete around 54 tasks. Remote onboarding comes with a unique set of challenges when compared with its in-office counterpart.
New remote hires need the right tools, resources, and technology to integrate into a company’s culture. They also need to build a rapport with their managers and colleagues. If your HR management can’t help them achieve this, you risk losing top talent and racking up expenses to do so – upwards of $30,000 to $45,000 for each replacement.
Creating a refined onboarding process can prevent this from happening and rather boost employee productivity and retention. In this Process Street post, we’re giving you 10 remote onboarding best practices to help you get started.
Employee retention is one of the ‘Global headaches’ of many Organisation as well as Recruiters. Hiring without any expansion is showing the in effectiveness of talent acquisition. There are many internal/external factors which would be adversely affect the employee retention.
During my tenure with last Company, I have seen a lot of employees were leaving the Organisation on a rapid way. Finally I came to know that, we can reduce the attrition on a handsome margin if we looking in to the following very sincerely.
Employee retention is one of the ‘Global headaches’ of many Organisation as well as Recruiters. Hiring without any expansion is showing the in effectiveness of talent acquisition. There are many internal/external factors which would be adversely affect the employee retention.
During my tenure with last Company, I have seen a lot of employees were leaving the Organisation on a rapid way. Finally I came to know that, we can reduce the attrition on a handsome margin if we looking in to the following very sincerely.
HR professionals value the best employees and invest resources into employee retention. Retaining the best employees in the organization is very important to produce a better outcome. However, employees come and go, but sometimes increase in employee departure can lead to difficult situations.
Strategic Onboarding is an approach to Talent Onboarding that addresses the long-term needs of
the employee while also addressing the business needs of the organization. It creates a win-win
situation, providing value to both the business and the employee.
How To Keep Good Staff From Leaving | The Seven Reasons Employees Leave and H...The Pathway Group
How To Keep Good Staff From Leaving | The Seven Reasons Employees Leave and How To Counteract It!
For more business advice visit: www.pathwaygroup.co.uk
call: 0121 707 0550 or e-mail: info@pathwaygroup.co.uk
10 Remote Onboarding Best Practices to Skyrocket Productivity and RetentionKashish Trivedi
Onboarding is an intense process with a new hire needing to complete around 54 tasks. Remote onboarding comes with a unique set of challenges when compared with its in-office counterpart.
New remote hires need the right tools, resources, and technology to integrate into a company’s culture. They also need to build a rapport with their managers and colleagues. If your HR management can’t help them achieve this, you risk losing top talent and racking up expenses to do so – upwards of $30,000 to $45,000 for each replacement.
Creating a refined onboarding process can prevent this from happening and rather boost employee productivity and retention. In this Process Street post, we’re giving you 10 remote onboarding best practices to help you get started.
Employee retention is one of the ‘Global headaches’ of many Organisation as well as Recruiters. Hiring without any expansion is showing the in effectiveness of talent acquisition. There are many internal/external factors which would be adversely affect the employee retention.
During my tenure with last Company, I have seen a lot of employees were leaving the Organisation on a rapid way. Finally I came to know that, we can reduce the attrition on a handsome margin if we looking in to the following very sincerely.
Employee retention is one of the ‘Global headaches’ of many Organisation as well as Recruiters. Hiring without any expansion is showing the in effectiveness of talent acquisition. There are many internal/external factors which would be adversely affect the employee retention.
During my tenure with last Company, I have seen a lot of employees were leaving the Organisation on a rapid way. Finally I came to know that, we can reduce the attrition on a handsome margin if we looking in to the following very sincerely.
HR professionals value the best employees and invest resources into employee retention. Retaining the best employees in the organization is very important to produce a better outcome. However, employees come and go, but sometimes increase in employee departure can lead to difficult situations.
Strategic Onboarding is an approach to Talent Onboarding that addresses the long-term needs of
the employee while also addressing the business needs of the organization. It creates a win-win
situation, providing value to both the business and the employee.
How To Keep Good Staff From Leaving | The Seven Reasons Employees Leave and H...The Pathway Group
How To Keep Good Staff From Leaving | The Seven Reasons Employees Leave and How To Counteract It!
For more business advice visit: www.pathwaygroup.co.uk
call: 0121 707 0550 or e-mail: info@pathwaygroup.co.uk
Vital Ingredients in Employee RecruitmentHL Lesbrown
There are pivotal tips to follow when putting together a team for excellent results. Not everyone can be part of an award winning team.
Reproduced here with permission from Gb Adolph Obasogie.
Building Trust: A Strategic Approach to Employee ExperienceAggregage
Delivering a great employee experience is the key to a better customer experience, higher productivity, and greater profitability. Join Natasha Persad, CEO of The HRXperts, and learn the fundamentals of a great employee experience.
If you are a Hiring Manager then you are even more important than your CEO! The Most Comprehensive Step By Step Quick Guide for Hiring Managers for effective Recruitment.
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Progressive - Building a compelling employer brandMark SThree
The ability to attract and retain the best talent in the market is key for any organisation, but never more so than in highly competitive sectors where niche skill sets are in high demand. Our guide to employer branding examines
how organisations can strengthen their relationship with existing and potential employees, and external
stakeholders through the effective communication of the brand’s values, personality and culture and creating a
strong employer brand.
Orienting Your Employees to Brand AdvocacySocioAdvocacy
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Employee Retention Strategies to Survive the Great ResignationKashish Trivedi
Onboarding reflects what your company is and ultimately leaves the first impression on new employees. A report indicates a 2.6 times increase in job satisfaction among new employees when they have a positive onboarding experience.
You can rely on learning management tools that streamline difficult or time-consuming procedures for companies to hire new employees. Leveraging a comprehensive learning platform allows you to create personalized onboarding experiences for new employees.
Extra steps need to be taken to make sure employees joining remotely feel integrated into their team. To achieve this, you could implement a virtual onboarding program that may utilize internal bots to help facilitate a more seamless connection within your team. Check for chatbot pricing and integrate an employee engagement bot within your onboarding activities to encourage icebreaker conversations.
Onboarding is the first step in ensuring that new hires have a positive first experience.
Employee onboarding is steadily evolving in the business world today into a talent management approach that organisations use to attract and retain top personnel.
Business leaders and HR managers must concentrate on developing optimal hiring and onboarding methods to better express their values and assist employee in navigating their roles in order to develop a world-class onboarding programme.
Effective onboarding also guarantees that your newly hired employees are engaged, productive, and equipped with the necessary resources.
Is it advantageous for your organisation to adopt a formal and efficient onboarding programme? How successful is your onboarding process for new employees? How can you design the ideal onboarding process for new employees?
You'll find tips and a head start on how to develop a standardized onboarding programme for your new hires or workers in this deck.
You’ll also learn;
1. Steps to developing successful action plan for implementing onboarding process within your organisation
2. The characteristics of the employee onboarding process
3. How to drive engagement and retention through onboarding
4. Why your organisation needs to start onboarding new hires
Employee onboarding is the process to introduce new employee to the organization’s environment and culture. It helps the new employee to adopt the company culture and policies and increase work efficiency and productivity of the employee.
For more information visit https://www.hrhelpboard.com/hr-process/onboarding-process.htm
The Employee Onboarding Bible Tips amp Free TemplateKashish Trivedi
Employee onboarding can make or break a business. There’s nothing more frustrating than a new hire who decides to quit on you soon after their first day. Yes, maybe that person wasn’t competent enough, or maybe you simply weren’t a good fit for each other. But what if it keeps happening? If you’re experiencing high employee turnover, it may be time to reevaluate your onboarding strategy. But why should you, and how will you benefit? Well, we’ll show you. We’ve created this guide to give you an insight into effective employee onboarding.
LinkedIn provided a course at how to win the retention game? finding the perfect employee for the job is a very hard task, despite some saying everyone is replaceable, read here why and how to win back your loyal employees and how to retain others.
Best practices in recruitment that every company should followKannan G S
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The fear of robots taking over our lives has been a prevalent concern, with over 70% of the U.S. population expressing apprehension, as highlighted by a 2017 Pew Research study. However, while the emergence of a Skynet-like scenario remains uncertain, it's evident that technology, particularly artificial intelligence (AI), is poised to revolutionize various aspects of our daily tasks, freeing us from repetitive and dehumanizing job elements rather than rendering us obsolete. With AI being a strategic priority for 84% of businesses, its implementation has shown remarkable efficiency enhancements, such as boosting sales team productivity by over 50%. The accessibility of AI tools has expanded significantly, enabling practically anyone to leverage its benefits. In this discourse, we'll explore 20 diverse real-world applications of AI, ranging from healthcare and finance to entertainment and government, illustrating its pervasive impact on modern society.
Podcast A Tech Pioneers Vision of Employee OnboardingKashish Trivedi
In the latest episode of Process Street’s Employee Onboarding Podcast, host Erin sits down with Tarek Kamil, CEO and founder of Cerkl, to explore the future of employee onboarding in a world powered by artificial intelligence (AI). Tarek shares insights into his passion for technology and AI, discussing the transformative potential of incorporating AI into the onboarding process. Throughout the conversation, listeners gain valuable insights into Tarek’s journey and the inspiration behind Cerkl, as well as the ethical considerations surrounding AI implementation. Join them as they discuss the exciting possibilities and future implications of AI in employee engagement.
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Reproduced here with permission from Gb Adolph Obasogie.
Building Trust: A Strategic Approach to Employee ExperienceAggregage
Delivering a great employee experience is the key to a better customer experience, higher productivity, and greater profitability. Join Natasha Persad, CEO of The HRXperts, and learn the fundamentals of a great employee experience.
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Progressive - Building a compelling employer brandMark SThree
The ability to attract and retain the best talent in the market is key for any organisation, but never more so than in highly competitive sectors where niche skill sets are in high demand. Our guide to employer branding examines
how organisations can strengthen their relationship with existing and potential employees, and external
stakeholders through the effective communication of the brand’s values, personality and culture and creating a
strong employer brand.
Orienting Your Employees to Brand AdvocacySocioAdvocacy
In this white paper, you’ll learn the importance of a well-structured onboarding process and how you can build your very own onboarding process for employee advocacy.
Employee Retention Strategies to Survive the Great ResignationKashish Trivedi
Onboarding reflects what your company is and ultimately leaves the first impression on new employees. A report indicates a 2.6 times increase in job satisfaction among new employees when they have a positive onboarding experience.
You can rely on learning management tools that streamline difficult or time-consuming procedures for companies to hire new employees. Leveraging a comprehensive learning platform allows you to create personalized onboarding experiences for new employees.
Extra steps need to be taken to make sure employees joining remotely feel integrated into their team. To achieve this, you could implement a virtual onboarding program that may utilize internal bots to help facilitate a more seamless connection within your team. Check for chatbot pricing and integrate an employee engagement bot within your onboarding activities to encourage icebreaker conversations.
Onboarding is the first step in ensuring that new hires have a positive first experience.
Employee onboarding is steadily evolving in the business world today into a talent management approach that organisations use to attract and retain top personnel.
Business leaders and HR managers must concentrate on developing optimal hiring and onboarding methods to better express their values and assist employee in navigating their roles in order to develop a world-class onboarding programme.
Effective onboarding also guarantees that your newly hired employees are engaged, productive, and equipped with the necessary resources.
Is it advantageous for your organisation to adopt a formal and efficient onboarding programme? How successful is your onboarding process for new employees? How can you design the ideal onboarding process for new employees?
You'll find tips and a head start on how to develop a standardized onboarding programme for your new hires or workers in this deck.
You’ll also learn;
1. Steps to developing successful action plan for implementing onboarding process within your organisation
2. The characteristics of the employee onboarding process
3. How to drive engagement and retention through onboarding
4. Why your organisation needs to start onboarding new hires
Employee onboarding is the process to introduce new employee to the organization’s environment and culture. It helps the new employee to adopt the company culture and policies and increase work efficiency and productivity of the employee.
For more information visit https://www.hrhelpboard.com/hr-process/onboarding-process.htm
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Or maybe you’re tired of spending countless hours training new employees?
Worried about whether they will fit into your company culture?
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6 Templates for Each Stage of the Employee Life Cycle for Long-Term Retention
1. 1/8
June 6, 2022
6 Templates for Each Stage of the Employee Life Cycle
for Long-Term Retention
process.st/employee-life-cycle
Grace Donaldson
June 6, 2022
Human Resources, Onboarding
A company is only as good as the employees it hires. We all know this, but let’s take it a
step further.
The employee life cycle is the bloodline for any organization. You need to take proper care
of your employees to reap success. To do this, you need to understand each stage of the
employee life cycle and where your employee stands in it.
When implemented correctly, effective employee life cycle management boosts long-term
retention. Your employees are happy, so they remain longer and continue adding value to
your business.
That doesn’t mean this management is easy, though. That’s why, in this Process Street
article, I’m taking you through each stage with a free template.
Let’s dive right into it!
Defining the employee life cycle
2. 2/8
An employee’s life cycle is a method of measuring their engagement.
By creating a visual map of employee engagement, it breaks down an employee’s entire
experience within your organization:
Attraction
Recruitment
Onboarding
Retention
Development
Separation
What are the 6 stages of the employee life cycle?
1. Attraction: Make a good impression
3. 3/8
Your employee’s journey with your company begins when they first hear about you – not
when you start the recruitment process.
Top talent won’t join a business that can’t represent itself well. 55% of job seekers won’t
apply to a company if they’ve read negative reviews about it, which is why the company
brand shouldn’t be overlooked.
So, how can you make your company attractive to top talent?
Offer incentives;
Make your workplace inclusive and diverse;
Market your company.
A job description can help you attract this top talent. Here’s a job description template to
help make the process easier:
2. Recruitment: Hire top talent
You’re not only evaluating and selecting candidates during the recruitment phase. You’re
also providing these job seekers with a close look into your organization, helping them
decide if it’s a good fit.
Hiring employees who align with your company culture will positively impact the entirety
of their employee life cycle.
You want to prioritize diversity, as diverse businesses have better employee performance
and a higher bottom line. Following procedures to avoid any bias while conducting
interviews can help you achieve more diversity in the workplace.
One way to do this is to look at the avenues you take to reach these job seekers. It’s
important to target the right channels for the candidates you want to attract.
What’s important when using any channel is to be aware of the language used in your
recruitment efforts. Is it overtly gendered? Does it discourage those with disabilities from
applying? Does it present your company as a genuinely diverse, inclusive, and accessible
environment?
Above everything, you want to bring the right people into your organization. To do this,
you need a thorough recruiting process. Having a recruiting template is always best, as it
helps streamline the process and offers consistency. Here’s one to help you get started:
3. Onboarding: Introduce the newbies
Once you’ve hired a good match for your team, you want to onboard them well. If not, you
can expect them to leave within 6 months – if they even last that long. There’s a 16.45%
chance your new hire will leave after the first week.
How can you prevent this? A good onboarding experience!
4. 4/8
An effective onboarding experience is structured with everything your new hire would
need to turn into an acclimated and high-performing team member. From handling those
pesky administrative tasks to introducing them to your company culture and various
departments, there’s a lot involved in the onboarding process.
Although onboarding can be seen as an introduction to a company, it shouldn’t end after
the new hire’s first month. Instead, you can leverage this process to follow into the next
stages of the employee lifecycle: Retention and development.
By offering a good onboarding experience, you help retain the employee and provide
opportunities for career growth and development.
Here’s how you can make the most of the onboarding process:
Make the process continuous;
Define the expectations of the employee’s role;
Introduce the new hire to departments and colleagues they will be collaborating
with;
Offer training to help integrate them into your company’s unique remote workforce;
Follow a structured template to ensure consistency and visibility.
Constructing a good onboarding process can be time-consuming. That’s why we’ve got
you covered with this employee onboarding template to help you during this phase of the
employee life cycle:
4. Retention: Get ‘em to stick around
Onboarding your new hires already puts you in a good position to retain them. But that
doesn’t mean your work is over.
Once you’ve wrapped up the onboarding phase and the new employee is working
independently in their role and acclimated to the culture, you still need to nurture their
loyalty to your organization.
Unlike the recruiting and onboarding phase, less effort is needed. Tactics to boost
retention are the same ones HR departments already use to attract and hire the right
talent.
Some top tactics for employee retention are:
Implementing a recognition scheme;
Acting on employee feedback;
Making sure you’re sticking to the expectations you made during the attraction,
hiring, and onboarding phase.
A great way to ask for employee feedback is through surveys. Here’s an employee
satisfaction survey template to help you during the retention phase of the employee life
cycle:
5. 5/8
5. Development: Just keep growing
Once your employee is settled in their new position, it’s time to mature them within your
organization. That means advancing them in their career and creating a larger skill set.
The development part of the employee life cycle is the one that can take your organization
to the next level.
Professional development helps keep your employees interested in their position in your
company because the work they’re doing is challenging them to grow. To foster this
professional growth and development, you want to establish a continuous learning
approach.
As you can guess, this starts from the onboarding phase where they are first learning their
new role. You should maintain this learning process into the retention and development
phase through growth planning and career development schemes.
Here’s a career progression template to guide you through the development phase of the
employee life cycle journey:
6. Separation: All good things come to an end
It goes without saying that your company should put measures in place to ensure top
talent doesn’t leave until retirement. That doesn’t mean that many employees won’t leave
– goodbyes are inevitable.
Not all employees leave because they have had a bad experience with your company.
Many times their paths simply grow in a direction, away from the company – and that’s
okay. Having them leave on good terms is always best because you’ll still have their
loyalty.
For example, our past content manager recently left because he was offered a fantastic
opportunity with another company. The team was incredibly happy for him. We all
wished him well and HR sent him a farewell present to thank him for everything he did to
get the team in the shape it was before he left. A few months passed and his new company
is now a customer of Process Street – loyalty.
That doesn’t mean that an employee leaving your company should be a bad experience.
You should rather view it as a learning opportunity.
Conducting an exit interview once an employee leaves is great because it offers candid
insight into their experience. You can then consider this feedback to ensure you offer a
better experience to your next employees – and the cycle continues.
We’ve got an off-boarding and exit interview template that you can use to complete the
employee life cycle journey:
The importance of employee life cycle management
6. 6/8
As your new hires progress through this life cycle, you can anticipate these needs and
adjust accordingly to offer the best possible experience. Many benefits come from
providing effective employee life cycle management to your workforce.
Employee engagement
A lack of employee engagement can be caused by few career development opportunities,
not feeling seen by employers, and needs not being met. Approximately 36% of employees
don’t feel engaged in the workplace, which hinders productivity and can lead to increased
churn.
Having effective employee life cycle strategies in place can prevent this lack of
engagement.
How? By understanding the different stages of the employee life cycle, you can:
Set expectations while recruiting for a position;
Guide the new hire through the onboarding process;
Integrate them into the company culture;
Offer career progression opportunities during the development phase;
Make them feel seen throughout the entire experience.
Healthy company culture
When you have a good understanding of the employee life cycle, you can better
implement and maintain your company culture.
That’s because each stage of the employee life cycle has an impact on your workers.
Knowing the details of each phase can help you determine how you’d like to impact the
employee’s experience and instill your culture.
7. 7/8
Prioritizing your company culture will put you in good shape when it comes time to hire
new employees. This is because 46% of job seekers believe company culture to be an
important factor in accepting a position. So, understanding the employee life cycle can be
linked to better hiring.
Team cohesion & retention
HR prioritizing the employee life cycle can help offer insights about these workers to
other departments. This can help managers and teams make better decisions when it
comes to their employees and the experience they’re giving them.
While the HR department should be directing and guiding the employee life cycle, other
departments will play vital roles in nurturing these employees through the various stages.
Not only does this improve collaboration in the organization, but it helps provide more
efficient employee life cycle management for optimized results.
Life cycle management: Optimize the employee experience
Understanding the employee life cycle is a brilliant tool to ensure you’re addressing the
needs of your employees during each phase of their journey. However, it can be difficult to
grasp each stage.
That’s why using a template to assist during these different stages is a good idea. A
template is the framework of a process. The process helps offer effective life cycle
management.
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Process automation helps streamline the process while you ensure a consistent experience
for each employee. With proper process documentation and implementation, you can
truly optimize your employee life cycle management.
What do you think is the most important phase of the employee life cycle? Let us know in
the comments!