In today’s article, we’re going to take a look at the well known HR term; Employee Life Cycle. As with any life cycle, the employee journey has 7 separate phases. They are:

• Attraction
• Recruitment
• Onboarding and Training
• Engagement
• Career Development
• Retention
• Exiting Phase

Why are the 7 phases of employee life cycle important?

Let’s imagine you’ve just adopted a new puppy. Full of life and energy, but not a lot of guidance or ideas on how to do, well, pretty much anything. In this stage of the puppies life, you probably wouldn’t expect it to be an efficient guardian of your house, or probably even learn to sit. It doesn’t even know how to control its bladder at this point! 

This could be said for new employees, you certainly can’t expect them to be model employees, just yet. They will need to engage in the different stages of being an employee. Now, some of these stages will occur naturally, but some will need guidance. This is where you come in, the master guider in these types of situations!

Let’s take a look at these stages in depth and how you can squeeze the very best out of each stage:

Phase 1 - Attraction

Before candidates even think about applying, they come across job listings, often the initial spark of interest. This marks the beginning of the employee life cycle!

Potential employees might already have some knowledge about the company before considering a role. Whether through word of mouth, your reputation or perhaps that one LinkedIn article you wrote for your company that went viral.

So, why should you focus on attraction? Well, we want to attract the top talent! Your focus shouldn’t be on having a long line of folks at our hiring door when it’s job opening day. The aim is being the kind of workplace people dream of. We're in the business of snagging not just any talent but the crème de la crème. How? Well, it's a mix of showcasing our company vibes.

Crafting an Irresistible Attraction Stage

Here are someways to make your company seem irresistible to any potential new employee;

Engage Like You're Marketing to Consumers

In the attraction stage, treat potential employees like valued customers. Capture their attention and make your company stand out among the rest.

The Power of a Compelling Career Page

Your career page is the virtual front door. Make it inviting, informative, and reflective of your company culture. Let it be a space where potential hires envision their future.

Blog Posts

Regular blog posts provide insights into your company's ethos and achievements. Share success stories, milestones, and updates that resonate with potential employees.

Social Media

Leverage social media platforms to amplify your company's presence. Showcase achievements, company culture, and engaging content that reflects your brand. Also, use your social media to highlight exciting events and webinars your company is a part of. It not only boosts visibility but also positions your organization as an industry leader.

Measuring Success in the 'Attraction' Phase

Ok, we've got all these great ideas for attracting new employees, but how do we know if it's actually working? Sometimes even what may sound like the best idea, isn't well perceived by others, or, it just simply doesn't work. Here are two things to consider:

1. Conversion Rates from Attraction to Application

Tip: Analyze the percentage of attracted candidates who progress to the application stage.

Why: A successful attraction phase should motivate potential candidates to take the next step. Measure success by optimizing strategies that result in higher conversion rates.

2. Social Media Engagement

Tip: Track engagement metrics on social media platforms, including likes, shares, and comments on job postings and company content.

Why: A vibrant online presence attracts attention. Measure success by increasing social media engagement and creating a community where potential candidates actively participate.

Phase 2- Recruitment

When it comes to bringing in fresh talent, it's more than just a bunch of interviews. The recruitment stage is like a behind-the-scenes marathon, stretching from creating job ads to holding hands with new hires on their first day. This phase isn't a sprint either, it takes its time over a span of a few months. So don’t be disheartened if it feels like this stage is taking forever. Below are some great tips on how to nail this phase!

Crafting Irresistible Job Listings

Think of your job listing as a magnetic invitation. Go beyond listing skills; showcase the heart of your company culture. What makes your workplace special? Highlight it! Be clear about expectations but add that touch of personality. The goal? Attract not just qualified candidates but those who vibe with your company's vibe. Also, if you’re able to get the candidate buzzing before an interview has even been discussed, you’re doing something right!

Tackling Biases Head-On

Time for a reality check. Biases can sneak into the hiring process. Be vigilant. We’re not encouraging you to not trust anyone or the recruitment department, but they are just a natural part of human life, unfortunately. Try blind resume reviews, diverse interview panels, and structured evaluations to keep it fair and square. The aim? Give every candidate an equal shot, making sure the best fit wins, regardless of any unconscious biases. It's about building a team that reflects diverse strengths and perspectives.

Measuring Success in the 'Recruitment' Phase

Here are some tips to measure how well you’re doing in the recruitment phase and how you can better your approach:

1. Candidate Experience Ratings

Tip: Solicit feedback from candidates about their overall experience during the recruitment process.

Why: A positive candidate experience enhances your employer brand. Measure success by actively addressing concerns raised in feedback and continuously improving the candidate journey.

2. Offer Acceptance Rates

Tip: Analyze the percentage of candidates who accept job offers.

Why: Offer acceptance rates indicate the attractiveness of your organization to potential hires. Measure success by refining your value proposition to increase acceptance rates.

Phase 3- Onboarding and Training

Let's dive straight into the second part of an employee journey, the Onboarding and Training phase – the moment when rookies evolve into team dynamos. 

Training and Resources

Ever thought about starting this phase with a company retreat? Imagine newbies welcomed not with manuals but with an adventure. With a pre-boarding retreat, you’re essentially giving a crash course in team bonding and skills upgrade. Think team-building games instead of endless slides – now that’s a welcome!

Culture, Policies, and Procedures – Retreat Style

Now, let’s infuse your company culture, policies, and procedures with a shot of adrenaline. A company retreat is like a mini world of your workplace vibes. This onboarding program allows newbies to soak in the culture firsthand. When it's time for on-site training, they're not lost; they're in the groove. Also, don’t forget the chance to make friends! It's the magic that makes everything stick. When they're deep into the real deal, having retreat buddies can turn stress into shared victories.

Measuring Success in the 'Orientation and Training’ Phase

Wait, how are we meant to measure the success of this phase when it’s offsite? Easy! Check out some of our tips below;

1. Skill Development Metrics

Tip: Set clear objectives for skill development during the retreat and assess the progress made by participants.

Why: Whether it's technical skills or soft skills, the retreat is the ideal setting for intensive learning. Measure success by observing improvements in specific skills relevant to job roles.

2. Employee Satisfaction Surveys

Tip: Conduct surveys to gather feedback on the off-site retreat experience, focusing on the quality of training, accommodation, and overall satisfaction.

Why: Happy employees are more likely to be engaged and productive. Use employee satisfaction surveys to identify areas of improvement and measure the overall success of the off-site orientation and training.

Like the idea of retreat to kick off an employee’s new journey? Assemble, Surf Office!

Ah, we're thrilled that you're on board with our idea of a company retreat for the onboarding experience! But hey, we totally get it – the logistics might not be the most exciting part. Organizing a retreat can be a bit of a time-consuming task, and even the most seasoned company events planner might find themselves a bit exhausted after it all.

Well, that’s where we come in. Surf Office has had the pleasure of organizing over 700+ retreat experiences for many different companies. We basically throw Harry Potter’s Invisibility Cloak over the logistics, so you won’t even know they’re there. Here’s how what we offer:

• Stress-free transfers? We got you! ✅
• Quality-assured accommodations? Check! ✅
• Engaging team-building activities? Our speciality ✅
• Restaurant reservations? That's on us! ✅
• Expert retreat planning assistance? Of course, we have this covered! ✅
• Onsite support, tailored to your needs? Absolutely ✅

Not only this but we also have access to 130+ locations around Europe, APAC and the US, meaning the sky is your limit when it comes to choosing the right location for you and your team.

Do onboarding correctly with Surf Office!

Phase 4- Engagement

While focusing on employee engagement is crucial throughout every phase of the employment journey, around the one-year mark, you want to turn that attention up a notch. This is the sweet spot, where employees have settled into their roles, and you can really focus on making engagement a top priority.

So, what are the objectives during this stage? Well, we're aiming to motivate and appreciate our employees for their hard work and, at the same time, cultivate that unique company culture that sets us apart.

Now, to keep this engagement fire burning, we've got a couple of strategies up our sleeves. 

Encourage continuous feedback from employees

First up, encourage your team to talk – seriously, continuous feedback is the secret sauce. It's like getting the inside scoop straight from the source. Regular check-ins and open channels for suggestions create a culture where everyone's voice matters. When your team feels heard they actively want to engage in contributions, which ends up shaping the workplace narrative. So, throw open those feedback floodgates and let the ideas flow for a workplace that's always evolving and improving.

Recognize and reward achievements regularly

Then, sprinkle in some recognition and regular rewards for good measure. Acknowledge those wins, big or small, to keep everyone feeling valued and motivated. Celebrate accomplishments publicly – whether it's hitting targets, overcoming challenges, or simply going the extra mile. This not only boosts individual morale but also creates a positive ripple effect, fostering a culture where success is acknowledged and rewarded. It's the glue that binds your team, turning work into a celebration of shared victories.

Measuring Success in the 'Engagement' Phase

How can you tell if your employee engagement tactics have worked? Here are two great suggestions;

1. Feedback Participation Rates

Tip: Monitor the frequency and volume of feedback submitted by employees through various channels.

Why: A culture of continuous feedback is a sign of open communication. Measure success by observing active participation in providing and receiving feedback, fostering a two-way dialogue.

2. Employee Net Promoter Score (eNPS)

Tip: Regularly assess the eNPS to gauge employees' likelihood to recommend your organization as a great place to work.

Why: A positive eNPS indicates a workforce that is not only satisfied but actively promotes the organization. It’s a good indicator if your engagement plans have worked, too. Measure success by striving for a consistently high eNPS.

Phase 5- Career Development

So, what is career development? It's basically about helping your team grow and succeed. We're talking about finding cool opportunities for them, giving them the right training, and having a friendly chat about where they want to go in their careers.

Why does it matter? Well, think of your team as a bunch of puzzle pieces. Career Development is what makes sure each piece fits perfectly and makes the whole picture awesome. When your team is happy and learning, your company becomes a better place to be. It's not just good for them, it's good for business too!

Identifying Growth Opportunities 

Finding growth opportunities is like helping your team discover their hidden talents. Once you know what they're great at, it's time for training. Think of it as giving them the right tools for their job. Keep them learning, keep them growing, and soon they'll be tackling challenges like pros. Sometimes, even the employees themselves aren’t quite sure what they’re good at at this point, but they’re bound to be good at something. It’s your job as a boss to identify this!

Offering Training and Development Programs

Employee development programs are like giving your team a toolbox for success. They're not just good; they're fantastic. These programs help everyone learn new skills, stay updated on what's hot in the industry, and become workplace wizards. Imagine mentoring programs turning rookies into seasoned pros, workshops on cool tech making our team tech-savvy, and retreats turning regular folks into awesome leaders. It's like giving your team superpowers. 

Measuring Success in the 'Career Development' Phase

So, how can you measure your actions within this phase? Remember, we want to succeed in being the very best mentor for the team.

1. Individual Development Plan (IDP) Adoption Rates

Tip: Monitor the percentage of employees who actively engage in creating and implementing their Individual Development Plans.

Why: An IDP is a roadmap for an employee's career growth. A high adoption rate indicates that employees are proactively planning and investing in their professional development.

2. Impact on Employee Retention

Tip: Analyze the correlation between career development initiatives and employee retention rates.

Why: Successful career development programs contribute to employee loyalty. Measure success by observing a positive impact on retention, as employees are more likely to stay with a company that invests in their professional growth.

Phase 6- Retention 

It's easy to kick back once you've got a stellar team in place, but neglecting retention is like leaving your MVPs unprotected. This phase is a vital part of the employee journey, and dismissing it could mean losing your top performers to competitors. That's a risk you don't want to take.

Don't underestimate the value of keeping your A-team happy. If your employee retention strategies are weak, your stars might start eyeing the competition, and you definitely don't want to see your key players jumping ship.

Timely Interventions for Motivation:

Ever notice a teammate looking a bit off? That's the cue for a timely intervention. Waiting for motivation issues to fix themselves is like ignoring a leaky faucet – it won't end well. Regular check-ins are your superhero move, catching those motivation hiccups early. Be proactive, address concerns pronto, and watch your team stay pumped. The focus should be on creating a space where everyone feels heard and ready to tackle challenges together.

Retreats Aren’t Just for Onboarding:

Now, retreats aren't just for the newbies. Think of them as the secret to keeping your crew tight-knit and enthusiastic. Beyond the initial onboarding excitement, retreats are the ultimate team-building power-up. Imagine taking a burned out and uninspired team to a mountainous retreat where team-building games and experiencing different cultures are on the menu. They're like a party where everyone remembers why your workplace is awesome. Always remember, Surf Office has your back on this one 😉

Measuring Success in the 'Retention' Phase

Let’s strive for the best results by measuring why your employees are sticking around. These tips can be used for seeing why, perhaps, your squad members aren’t staying long:

1. Turnover Rates

Tip: Analyze turnover rates over specific periods and across different departments or teams.

Why: Low turnover rates suggest a stable and content workforce. Measure success by observing a consistent reduction in turnover rates, indicating that employees are choosing to stay with the organization.

2. Employee Feedback on Work-Life Balance

Tip: Solicit feedback on work-life balance through surveys or one-on-one discussions.

Why: A healthy work-life balance is a crucial factor in employee satisfaction. Measure success by actively addressing concerns and implementing policies that support work-life balance. While there is always room for an off-site retreat adventure, sometimes this isn't enough alone. Make sure to keep an eye on this feedback for guidance on how to improve the work-life balance!

Phase 7- Exiting Phase

Sadly, all good things have to come to an end at some point. But did you realise that exiting employees can be of use to you? You can turn them into advocates who shout from the rooftops about their awesome experiences. Positive departures? They're like free marketing, attracting potential future stars. Leaving the door open for a return? Never a bad thing, especially if they were a top team player. Let's dive into optimizing the Exiting Phase and make every departure a positive chapter in your company's story.

Smooth Offboarding Experience

First and foremost, top of your list here should be creating a departure process smoother than baby’s skin! Streamline every aspect of offboarding to eliminate any possible hassles. A seamless exit not only ensures a positive departure but also lays the foundation for potential future collaborations. This could be the chance to host a killer farewell party where every participant leaves with nothing but positive memories. Make leaving the company an effortless experience, leaving the departing employee with a lasting positive impression.

Engagement During Notice Period

Even as an employee comes to the end of their journey with you, make sure you don’t forget about them during their final weeks at the company! Keep departing team members in the loop during their notice period. Effective communication sends a clear message: "We value your contribution until the very last day.” Offering this kind of support maintains a positive atmosphere during this transitional phase. The person leaving might feel a little anxious!  Encourage a connection that lasts beyond the employee's time with you, don’t leave on a sour note.

Measuring Success in the 'Exiting' Phase

This final phase is an opportunity to ensure a smooth transition for both departing employees and the company. Let's explore how to measure success in managing the 'Exiting' stage:

1. Exit Interview Effectiveness

Tip: Conduct exit interviews to gather insights from departing employees about their overall experience and reasons for leaving.

Why: Exit interviews provide valuable feedback to identify areas for improvement. Measure success by actively addressing concerns raised and using feedback to enhance employee experiences.

2. Alumni Engagement Rates

Tip: Monitor engagement levels of former employees, especially their participation in alumni networks or events.

Why: Alumni engagement is an indicator of positive organizational relationships. Measure success by fostering an alumni network and observing active participation from former employees.