Employee Lifecycle Management: Here’s how you can do it the right way

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Employee life cycle processes are constantly being pushed to the forefront of HR leaders and managers as each year goes by. Human resources professionals believe that lowering employee churn and extending the employment lifetime as much as feasible are two important goals.

Organizations often struggle to get the best candidates to be a part of their organization. Recruiting the  best applicants is however not unachievable. Improving your employee experience by understanding the employee life cycle and knowing how to engage with individuals at each step can prove to be extremely helpful for your organization. 

If you’re looking to learn all about the employee lifecycle and how to go about managing it, you’re at the right place. This article will be helpful in case you wish to know about the seven stages when it comes to employee lifecycle management. 

To make your life a little more stress-free we will even go over a few pointers that you would want to keep in mind during the various stages of the cycle.You should always focus on philosophy within your organisation that creates and encourages your employee experience, which in turn leads to longevity, success, and much higher rates of employee engagement.

What is an employee lifecycle?

Employee life cycle, also called employee lifecycle, is an HR model that defines the various stages that a worker progresses through in an organisation, as well as the role that HR plays in maximising that advancement. 

In simple words, it simply refers to an employee's path within the organisation. The employee life cycle encompasses an employee's complete connection with the company for which they work. This starts with the initial stages wherein your employee finds your organization a perfect match to work for, when individuals are still learning about the company, and even continues until they leave and become alumni.

Why is employee lifecycle management important?

The employee lifecycle management comprises a cycle that encompasses the way the organization presents itself, the way it interacts with candidates, how it welcomes people into the business and manages their personal and professional development within the company.

Keeping track of an organization's employee lifecycle along with managing it is crucial because it provides employees with a consistent set of processes to follow throughout their career with the company, as well as allowing employers the ability to evaluate data. In a nutshell, employee lifecycle management helps to determine each employee's path within the organisation.

Stages of Employee Lifecycle

If you understand how to engage with people throughout the employee life cycle, you'll be able to recruit the best candidates and, as a result, improve your employee and customer – experience. 

Throughout these stages, HR plays a critical role in building a meaningful employee journey that maintains a high level of productivity. We'll go over each one individually and provide important feedback. We'll take inspiration from what cutting-edge firms are doing to keep the employee life cycle going along at the proper speed and producing the desired outcomes.

The employee lifecycle (ELC) is a tried-and-true paradigm for visualizing your employees and how they interact with you. While some models focus on five or six life cycle stages, we'll look at 11 stages in the employee life cycle, with a particular emphasis on how to monitor and improve the employee experience along the way:

1. The Stage of Attraction

Before you even have an open position, you tend to go through the attraction stage. 

Employee attraction is the initial stage of the employee lifecycle that is most likely to make it or break it for you. 

It is a given that companies that fail to recruit and keep outstanding people, no matter how good their product or service is, will fail over time, not just one time but every single time. Which is mainly why attracting the proper staff is critical to any company's long-term success.

2. Recruitment

Recruitment is the second phase of the employee life cycle. 

Keep things quick and uncomplicated when it comes to the recruitment procedure. For example, don't make folks fill out lengthy forms, especially if they're applying via smartphone. 

While well-known national companies, notable local firms, and industry-leading organisations may have an easier time attracting talent, you can't hire anyone until they've heard of your company, this can be via a job posting or elsewhere.

3. Onboarding

Once a new hire starts, this is the stage in which they become familiar with the tools, systems, and processes as well as the role's requirements. After the recruits have been onboarded, HR must run an induction programme for them. 

New employees must receive proper training in order to become acquainted with the corporate culture. Educating employees on disciplinary policies and procedures. From the start, new employees should feel like they're a member of the team.

4. Development

Career development programmes are an effective approach to retain top employees. It's critical to discuss career aspirations during the initial interviewing process to ensure that the candidate's goals coincide with your company's objectives. 

Regular performance reviews can keep employees informed about how they're performing and allow them to understand how they're progressing toward their objectives. 

Employee turnover can have a significant influence on your business, affecting things like productivity, employee morale, and revenue. Have a strong understanding of why your employees are departing and how to enhance the stages of the employee life cycle that are lacking in order to improve employee happiness.

5. Performance management

Performance management should work hand-in-hand with an organization's training and development efforts. Employees can see their growth and position in the company by using performance appraisals and assessments. This not only helps to retain the employee, but it also ensures that they continue to grow. 

Employee happiness and engagement are improved by evaluating and acknowledging them.

This monitoring aids in identifying personnel for promotion as well as any training gaps.

6. Offboarding

An offboarding period serves two purposes: on the one hand, it is intended to assist the organisation in becoming more knowledgeable about its hiring efforts and employee experience; on the other hand, it is intended to assist the organisation in becoming more knowledgeable about its hiring efforts and employee experience.

On the other hand, it is utilised to form employees' critical last impressions of the organisation – as well as the image they project to the rest of the world. Your goal here is to have Happy Leavers among your departing staff.

However, it is important to keep in mind that the employee life cycle will eventually come to an end. Employees may quit a company for a variety of reasons, including retirement, better prospects, or other personal reasons. 

The Employee Life Cycle Process also includes tasks such as completing exit paperwork and performing exit interviews. However, after completing the Exit formality, the most important activity is to analyse the Exit Interview responses in order to uncover anomalies in organisational procedures.

Advantages of Implementing an Employee Life Cycle Strategy

Your organization  will surely see two key benefits from mapping out the employee journey in the same manner you map out the consumer experience: higher talent retention and improved reputation. The capacity to properly allocate resources and efforts to decrease turnover concerns reduces the amount of time and money wasted by turnover expenses. A higher reputation, on the other hand, boosts the prospects of hiring more new talent, resulting in a more engaged and motivated team.

  • A good Employee Life Cycle Strategy aids in the alignment of your employee and their corporate performance. Individuals who are engaged are enthusiastic about their job and help other employees through the transition.
  • Allows organizations to recognize their employees on a regular basis and acknowledge their peers experience a better level of engagement. In this approach, an employee's personal goals can be realised while the business's demands are addressed.
  • Makes individuals think outside the box and come up with new ideas, which can be advantageous to the company's long-term growth and survival.

How to Measure and Improve the Employee Lifecycle Journey

Know that it is high time to find tools in order to help you better support your workers once you've identified areas for improvement. Superbeings is one such excellent tool for managing and improving processes at each level of the employee lifecycle. 

You can analyse workforce KPIs and chart your success as you improve with reporting tools and powerful dashboards to help you recruit, pay, and develop your personnel.

You can even manage each step of the employee lifecycle with a single all-in-one tool instead of managing workforce operations across numerous separate platforms. Importance of Employment Lifecycle Management

Employee Lifecycle Management is one of the most effective ways to envision and prepare for each stage employee interactions with your firm, giving you the information you need to make each stage as successful as possible. If your goal is to attract and retain a wonderful team, then all you would need to do is focus on doing your best at each stage.

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