SBMC School of Human Resources www.sbmc.co.in

1. Employee Experience (EX) – From Onboarding to Offboarding
In today’s competitive talent landscape, organizations are realizing that employee experience
(EX) is not just a buzzword — it’s a strategic priority. EX encompasses every interaction an
employee has with their employer, from the moment they consider joining the company to the
day they leave. A thoughtful, consistent, and engaging employee experience boosts retention,
productivity, and overall business performance.
Let’s explore the EX journey across its five key phases:
1. Recruitment & Pre-boarding: Making the First Impression Count
The employee experience begins even before a formal offer is made. Transparent job
descriptions, responsive communication, and a smooth interview process build trust. Pre-
boarding (the phase between offer acceptance and the first day) can be leveraged to engage new
hires through welcome messages, document submission guidance, and a glimpse into the
company culture.
 Key Actions:
 Share a welcome kit or pre-joining resources
 Assign a buddy for first-day support
 Keep communication active before Day 1
2. Onboarding: Setting the Foundation
Effective onboarding shapes the way employees perceive the company and their role. A
structured onboarding program accelerates integration, improves engagement, and reduces
turnover. It should combine administrative setup (HR formalities, tools access) with cultural
integration (mission, values, leadership connect).
 Key Actions:
 Provide clear role expectations and goals
 Schedule check-ins during the first 30, 60, and 90 days
 Offer training sessions and mentorship
3. Development & Engagement: Enabling Growth
Once settled, employees seek purpose and progress. Career development, recognition, inclusion,
and wellbeing become central. Organizations must offer continuous learning, constructive
feedback, and career progression opportunities while ensuring psychological safety and a
supportive environment.
 Key Actions:
 Launch personalized learning paths and skill development
 Celebrate milestones and achievements
 Conduct regular employee engagement surveys and act on insights

2. 4. Retention: Sustaining Long-term Motivation
Engaged employees stay longer. Retention strategies should align with individual aspirations.
Managers play a critical role by coaching, recognizing contributions, and facilitating internal
mobility. A positive workplace culture backed by strong leadership, flexibility, and reward
systems helps retain top talent.
 Key Actions:
 Promote internal promotions and lateral moves
 Provide meaningful perks and benefits
 Encourage work-life balance and inclusion
5. Offboarding: Ending on a Positive Note
An often-overlooked phase, offboarding is just as crucial as onboarding. Whether voluntary or
involuntary, the offboarding process should be respectful and structured. It includes knowledge
transfer, exit interviews, asset returns, and thoughtful farewells. Positive offboarding
experiences lead to strong alumni networks and potential brand advocates.
 Key Actions:
 Conduct exit interviews for genuine feedback
 Appreciate contributions publicly, where appropriate
 Stay in touch via alumni programs or newsletters
Why EX Matters More Than Ever
In an era defined by hybrid work, AI disruption, and shifting expectations, employee
experience is a powerful differentiator. Organizations that proactively design and invest in
the full employee lifecycle—from attraction to alumni—stand out as employers of choice.
Employee experience is not owned by HR alone; it’s co-created by leadership, managers, and
culture. When done right, EX becomes a cycle of trust, belonging, and performance that
fuels long-term success.
SBMC School of Human Resources | www.sbmc.co.in | +91-9781027900 | +91-9878967677
🖋️