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Did you know that there is such a thing as an employee lifecycle? Knowing this can help you with employee management and keep your employees happy and productive in the workplace!

With over 50% of workers feeling stressed at their jobs and in the workplace, understanding the role of the employee lifecycle in this and how you can help by utilizing HR service is crucial.

Ready to learn more? Read on for the stages of the employee lifecycle!

Brand Attraction

The first step in the employee lifecycle is being attracted to a company or brand.

For instance, when you shop at a store, you may have thought, “I wish I worked for them! I just love them so much!”

This is step one. You have a positive experience with a brand and start considering working as an employee there.

When this happens, your business begins to attract candidates that would be a good fit for your business.

Recruitment of Employees

This is the step where an employee actually becomes a potential employee. Recruitment of employees covers all parts of someone becoming an employee—from filling out an application to going through the interview process.

As part of the recruitment process, you want to attract potential employees through what you offer in terms of benefits as well as other opportunities for working for your brand or business. Here are a few things to consider during recruitment:

  • Opportunities potential employees could gain from working for you and your business
  • How the organization sets itself apart from others like it in the same industry to convince potential employees why they should work for you
  • How someone will experience work and the workplace as a whole
  • The benefits of the job like bonuses, health insurance, and other fun benefits that entice them to work for you

Once you find someone you like, you can hire them and begin the next stage of the employee lifecycle!

Onboarding of New Employees

All new employees have to go through the onboarding process. This is where new employees learn more about what their day-to-day job looks like as well as the tools, systems, expectations, processes, and tasks that they will be doing.

They’ll go from knowing the basics to learning how to actually do their job. You want this part to be fast and effective so that your new employees can get started doing work and being productive right away!

However, it is important to continue working with new employees to make sure they are doing well. The onboarding process should be quick, but you should continue working with new employees for about a year until they are fully comfortable and productive in their roles.

Professional Development

Once you train new employees and they are fully onboarded as an employee, you will want to continue to develop their skills so that they can continue to benefit the workplace as well.

To do this, it is important to encourage ongoing professional development through training, workplace interactions, workshops, and other forms of development.

Encouraging external learning will benefit you by allowing employees to spend some time gaining new skills and understandings that can help them in the workplace, which will also benefit your business as well.

Offering professional development also increases employee development and satisfaction in their jobs. This also leads to greater overall happiness levels in the workplace!

Retention of Employees

As you get to this part of the employee lifecycle, you’ve gone through onboarding and developing them as an employee. Now is the hard part – retaining them as such.

It is easy to get an employee to be excited for the first year or two, but you also want them to be excited about staying. This way, you don’t have high turnover and you continue to develop employees that are already benefiting you. It is also much cheaper to continue to train current employees rather than having to hire new ones and go through the process all over again.

It is important to recognize employees and their success. To do so, oftentimes promotions are the way to go. This will keep more employees around to retain them for more years to come.

Additionally, it is also beneficial to maintain a positive company culture to retain employees. To do so, try to send out surveys, get feedback, and make the workplace a better place for employees. This can significantly reduce turnover rates.

The Final Exit of an Employee

Eventually, though, people move on—whether it is to a new job or simply moving on in life because of family or a mandatory move.

When this happens, you want to conduct an exit interview to better understand why they are leaving and more about their overall experience. This can be vital to making the entire employee lifecycle better for the next employee by making any improvements that could be made.

Understanding the Employee Lifecycle

The employee lifecycle is a fragile thing. Making sure that you have proper employee lifecycle management is crucial to the well-being of your employees and the success of your business.

Part of this lifecycle is having HR tools to help you through the process. At Emery HR, we want to make sure you have those tools so that you and your employees have the best experience possible during this lifecycle.

Ready for more experience and expertise in this area? Don’t hesitate to contact us to help! You can also check out our other blog posts for more reads like this one!