More and more companies are realising that success depends on improving the entire employee lifecycle experience.
In recent years, companies have started to pay closer attention to their customers’ stories in order to get better at giving them what they want. Any savvy Human Resources professional knows that the same attention to detail must also be applied to the experiences of a company’s employees. Not only will increased awareness of employee values and needs improve overall morale, but it will raise productivity and profits as well.
Simply listening to your employees is one of the best and easiest ways to keep their experience of your company positive, from the initial interview to the day they retire. By understanding what people experience in certain roles, HR staff will not only be able to make current employees more comfortable, but have a better sense of which candidates will fit into specific positions in the future. One of the best ways to track an applicant’s story is to pay attention to where they are within a classic employee lifecycle trend.
First StepsInitially, it’s important for you to look for prospective employees who respect and admire your brand, as HRZone explains. Today, no one accepts a job without doing their homework and researching the company, so it helps if you’ve already built a culture that emphasises positive employee experience. A good brand reputation means that you’re not only regarded well by the public on a broader level, but by professionals who feel that you are a great company to work for.
Cultivating this reputation extends into the application process, according to HR Zone – a rejected applicant will be just as open about their bad experience as a disgruntled employee. Solid “customer service” is essential during this stage of the employee lifecycle, even though applicants are technically not yet customers or employees. A level of transparency is also crucial – potential hires will notice if you don’t acknowledge their original application or let them know if they made it to the next stage.
New AdditionsWhen you eventually do decide which applicants to hire, the next stage of the lifecycle is equally important. Just as transparency will make the actual interviewing process easier, it will aid in any new hire’s transition to the workplace. Providing adequate training is obviously a must, but so is asking employees for feedback afterwards – but this is something that many companies continue to overlook.
As already mentioned, we’re living in an era of unprecedented flexibility within the job market. According to a recent survey by the Institute of Leadership & Management, 37% of workers in the UK plan to switch jobs this year. In order to make sure that your company’s own retention rates stay strong, you must continue to communicate with your employees and actually act on the advice they give you. It could be what separates you from the rest of your competitors.
One way to keep your employees happy and motivated is to ensure that there’s plenty of upward mobility within the existing structure of your company. This is yet another place where feedback is essential. Higher-ups must be constantly checking in with staff to make sure that they are satisfied and not feeling limited – the feeling of being stuck or at a dead end is where an employee’s inclination to start looking for opportunities elsewhere begins.
Seeing the Process to its End
Of course, not all hires are going to stay with your company until they retire. But hopefully, if you’ve managed to maintain a high level of openness, engagement and communication, this part of the employee cycle will be beneficial to you as well. Conducting exit interviews will give you extremely valuable information about how to better train and establish new superstar employees in the future.
(Main image credit: Vinoth Chander/flickr)