Imagine working every day, clocking in the hours and getting work done, not to be seen, heard or valued. 

Sounds like a lot of stress, doesn’t it? 

Annual reviews, performance appraisals, and regular check-ins are integral parts of the employee-employer relationship.  As you know, the most precious asset a business has is its employees. With the ongoing talent crisis and the ‘Great Resignation’ trend, companies need a more employee-centric approach. So, to meet their goals and ensure growth, organisations need to focus on employee retention and enhance the employee lifecycle.  

One way to enhance the employee lifecycle is through performance management programs. Even while you cannot always predict why your best employees leave and you cannot stop them, there are things you can do to make the work environment better and build a more sustainable employee lifecycle. 

What is the Employee Lifecycle Management Process?

The employee lifecycle management process is a journey that encapsulates the relationship between employees and the organisation. It represents how the organisation presents itself, welcomes new employees, and oversees their personal and professional development. It starts as soon as the employee joins the company and only ends when they leave the organisation. This process looks to capture the relationship’s progress from one end to the other.  

It is also important to monitor and manage an organisation’s employee lifecycle since it gives employees a set of procedures they can rely on. In a nutshell, employee lifecycle management helps map each employee’s journey within the organisation. 

Six stages of the Employee Lifecycle Management Process

If you know how to effectively interact with people throughout the employee lifecycle, you will be able to hire and retain top talent and enhance your employee and customer experiences. Let’s now look at the six stages of the employee lifecycle and go through some tips you can incorporate.  

1. Attraction

This is the first stage of the employee lifecycle, where prospective employees are introduced to your company. This stage is crucial since candidates will decide whether or not you appeal to them as possible employers. The best strategy to improve this first stage of the employee lifecycle model is to focus your attention on developing your reputation and brand. 

• Increase brand awareness through campaigns 
• Establish a positive company culture 
• Offer enticing benefits and compensation 

2. Recruitment

In this stage, keep things simple and quick. People should not be asked to fill out lengthy forms or give unnecessary details. The best recruitment strategies provide the best candidate experience, encourage collaborative hiring and offer valuable information that you can use to improve hiring results gradually. 

• Ask for referrals from your current employees 
• Check out recruitment platforms
• Be clear about who and what you are looking for 

3. Onboarding

After an employee joins your organisation, they are introduced to the systems, tools, procedures, and demands of the position. In this stage, HR must conduct an induction program. It is necessary to make new hires feel welcomed into the company and well-acquainted with the nature of their role and the organisation. 

• Outline a clear job description 
• Discuss the company’s vision and values 
• Clearly state your expectations 
• Follow up regularly 

4. Development

In this stage, you should help your employees develop and hone their skills to perform their jobs more effectively. Additionally, you want them to feel they have a successful career path so they will not be tempted to seek employment elsewhere. 

• Discuss employees’ goals regularly 
• Promote professional development across all your teams 
• Evaluate the knowledge and skills of each employee 
• Offer regular training opportunities 

5. Performance management

Performance management and a company’s training and development efforts should go hand in hand. Performance reviews and assessments allow employees to see their development and position within the company. This not only promotes employee retention but also ensures their growth.  

• Monitor employee satisfaction and engagement
• Identify employees you should promote  
• Unearth any existing training gaps 

6. Offboarding

The last stage of the employee lifecycle is the offboarding stage. This is when an employee leaves your company for retirement, job changes or personal reasons. It also includes employees that you lay off. Regardless of the reason for leaving, it is essential to make this last stage pleasant. The employees in your organisation see how you offboard employees, creating either a positive or negative impression in their minds. 

• Understand the reasons for their resignation. 
• Ask for honest feedback 
• Remind the team to look ahead and work on the end goal 

Once you are familiar with the employee lifecycle, you can focus on improving the experience for employees at every stage of the employee lifecycle. Additionally, you can create learning and development initiatives using performance management findings to motivate your employees to achieve their full potential. 

Impact of an Effective Performance Management System on Employee Retention

The best way to ensure that you provide a great experience and motivate your employees to engage with your business is to use the appropriate tools and software to support your employee lifecycle strategy. You can boost employee retention and productivity by employing an effective employee performance management process. 

At Synergita, we believe in creating great places to work. We believe that the quality of the overall employee experience is intrinsically linked to helpful feedback, performance reviews, an effective performance management system, and other variables. You can leverage our ready-to-use people and performance analytics to support data-driven HR decisions to improve your employee engagement, performance and retention.  

So what are you waiting for? Sign up for free and enhance your employee lifecycle with Synergita.