Getting a great job is a dream for everyone for the obvious benefits it brings forth. As a business, your HR department ought to have a clear-cut understanding of the various stages employees go through before, during and after the employment period. It’s known as the employee lifecycle (ELC) and it’s quite useful in building great teams. Let’s get into these phases in greater detail.
Phases Employees go through
Phase one: Employee attraction
Long before one gets to express their desire to become part of an organization and apply for an open position, they are attracted to it. The image of the organization draws prospective employees to it with such desirable factors as high pay, great working conditions, support accorded to the employees in that organization and also its standing reputation. At this phase, the prospective employee considers all the factors they would wish to fall into place in their working place and works towards getting the job.
Phase two: Employee recruitment
At this stage, a prospective employee has already applied for an open position in the organization of desire and is out to get the job. Here, the employer is out to get the best talent to join the organization. It is during this stage where the applicants experience stiff competition. Through conducting professional interviews, consulting the employees in the organization and making the final recruiting decision, the employer gets the best-fit talent to join the organization officially as an employee.
Phase three: Employee on-boarding
This stage involves inducting the newly hired employees into the workplace and lasts for about three months after recruitment. The employer sets out to lay a foundation for their working relationship with the employee. During this phase, the employer briefs the employee on the job description, the expectations, the company mission to accomplish, the vision the employee will be guided by and the values to uphold while working for the organization.
The employee gets an opportunity to be imbibed with the necessary skills, to receive the right tools and support to start. This phase is primarily aimed at getting the new hires operational as quickly as practically possible. Here are 6 benefits of onboarding employees to your business setup. Yes, this phase is important as the new employee gets an opportunity to seek clarity on such issues like pay, benefits and pretty much settling in.
Phase four: Initial Development
This phase lasts from about the third month to the end of the second year into the job. Usually, the employee has settled, and the focus is on how to scale up production and improve the organization’s output through individual efforts. The employee emphasizes mastering their roles and defining their specific skills that are relevant to their job. Besides, the employee gets to create networks within the industry and also gathers important contacts, as part of a personal development plan as an industry player.
Phase five: Ongoing development and retention
The employee has already accumulated experience for over two years in their respective job positions. This means that they are in a position to contribute to major decision making and also policy implementation towards the envisioned success of the organization.
Also, the employees are normally entrusted by the employer or the management to carry out the role of representing the organization and also inducting new hires.
Phase six: Separation and exit
People’s ambitions keep changing with time. At some point, the employee may choose to go separate ways with his or her employer, for a good reason or otherwise. The separation stage lasts for the last three months in the organization, during which the employee gets to inform the employer in advance of the imminent exit.
It is usually important as the employee will get time to undergo relevant clearance processes and also prepare the employer to find a replacement and process the employee’s dues.
On the other hand, the employer utilizes this phase in seeking objective and honest feedback from the employee leaving. The employer, therefore, can understand, from the employee’s perspective, the cons and pros of working in the organization. As such, the hiring authority can conveniently design ways to improve the working experience where necessary. This is important as no employer wants to keep on hiring employees who will always end up leaving their positions.
Although it is assumed that the employees go through all the above phases, if onboarding, one of the very integral phases, is not done right, statistics have shown that some employees exit within the first three months. It is therefore important to understand the phases and work to improve every stage of employee experience.