Understanding the employee life cycle is essential for every company owner or human resources professional. An employee’s stay at a firm may be broken down into several phases known as the “employee life cycle,” which begin with the hiring process and end with the person’s departure. In this post, we’ll look at the employee life cycle and the methods you’ll need to properly manage each phase.
Employee Life Cycle in Points
Finding and enticing potential new hires is the focus of the first phase of the employee life cycle, known as “recruitment.” 73% of talent professionals in the LinkedIn research, 2020 Global Talent Trends, agree that talent acquisition is a high priority for their company. Therefore, it is critical to have an efficient recruiting plan that incorporates many channels such as online ads, social media, word-of-mouth, and career fairs.
The second stage of the employee life cycle is onboarding, which involves welcoming new employees and integrating them into the company culture. According to a survey by Glassdoor, a well-structured onboarding program can increase employee retention by 82% and improve productivity by over 70%. Therefore, it is crucial to have a comprehensive onboarding program that includes orientation, training, and mentorship.
When an employee reaches the third stage of their life cycle, they undergo development, which includes training and development to increase their skill set and depth of expertise. LinkedIn Learning found that 94 percent of workers would remain with their current employer for longer if it provided opportunities for professional growth. To this end, it is crucial to implement a comprehensive development program that addresses training, mentoring, and performance evaluation.
The fourth phase, “engagement,” entails encouraging workers to provide their best efforts in a supportive setting. Only 36% of American workers are actively engaged in their jobs, according to a Gallup poll. Recognizing employees, providing constructive criticism, and giving them a sense of direction are all important components of an effective engagement approach.
Terminating an employee’s employment, or “separation,” is the last phase of the employee life cycle. The typical employee stays with a company for 4.1 years, according data from the US Bureau of Labor Statistics. As a result, it is crucial to have a well-thought-out plan for leaving the company, one that accounts for departure interviews, knowledge transfer, and legal compliance.
In conclusion, every company that values its people and wishes to recruit, keep, and grow them must have a firm grasp of the employee life cycle. Organizations may foster a productive, engaged, and satisfied workforce by employing techniques appropriate for each phase of the employee life cycle.