The Employee Journey from A to Z

From the moment someone visits the "Careers" page to the moment they leave the company, everything an employee learns, does, sees, and hears is part of the employee journey.

Mapping this journey from A to Z helps companies:

– Better allocate time resources.

– Better allocate financial resources.

– Clarify the roles of everyone within the organization.

– Clarify the roles of everyone within the organization.

– Improve the employee experience and drastically increase talent retention.

How to develop an Employee Journey Map?

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The mapping of this employee journey is called an employee journey map.

Below, we’ll discuss the phases we consider most important, keeping in mind that this is a flexible tool that can adapt to the specific circumstances of each company.

1) Finding Candidates.

Every employee’s journey with a company begins with recruitment.

For this phase of the employee journey experience, ask yourself:

– How do potential employees usually come into contact with your company?

– Are your online job postings generating a good number of candidates?

– When a candidate expresses interest in your company, is the process easy and convenient for them? Is there enough space on the application form for them to explain why they would be a good fit for the position?

2) Pre-Employment Phase.

This is the phase where a candidate has formally accepted a job offer but has not yet officially started working for your company.

During this time, you can start engaging the new employee and begin the process of making them feel welcome. Don’t limit yourself to just the “Welcome!” email.

Invite the new hire to meet their teammates by introducing them to the company’s social network. Let them know how to sign up for the company’s internal newsletter so they can stay updated on the latest events.

3) Onboarding Phase.

The employee should not be left to figure things out alone on their first day. Access to the company platform must be ready and functioning, allowing them to fill out the necessary HR forms.

If the employee is working remotely, it’s important to schedule a video call to introduce them to their new teammates. For those working on-site, it’s essential to introduce them personally to key employees. Additionally, the new employee should have a clear training plan and know what is expected of them in the first few days of work.

4) Compensation.

Whether they say it or not, one of the first things an employee thinks about is: “When will I get paid?” or “Do salaries get paid on time here?”

It’s a legitimate concern: the person may face cash flow problems if employees are not paid on time.

Make sure compensation policies are accessible to everyone at all times.
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5) Learning Opportunities.

One of the most important aspects in the employee journey is the training the company will offer the employee.

To provide the best training, make your life easier: offer 50% of training to address the employee's professional development gaps, and the other 50% should come from asking them what they need to grow.

Note: Some employees prefer remote, self-paced training, while others prefer group training in person.

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6) Recognition.

Being recognized for their achievements isn’t just a desire in the employee journey: it’s a true human social drive that strongly influences our decisions.

It’s important: try to remember everyone’s name, learn a little about their personal history, and stay updated on their family and private life.

And reward them when they perform well. Not all rewards are monetary. Here’s how you can compensate employees for good work:

– Monetary bonus..
– Mention in the company newsletter or on social media pages
– Company-sponsored outing (e.g., cinema, theater, dinner).
– Team retreat sponsored by the company.

7) Feedback.

How often does a manager discuss an employee’s performance individually? Is it an annual event, or does it happen every few months? After providing feedback, does the manager help the employee improve by offering coaching and training?

In a positive environment, feedback supports the employee’s growth without EVER humiliating them. Anonymous engagement surveys allow employees to express concerns, giving management the opportunity to improve the work experience.

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8) Career Prospects.

Another highly valued aspect in the employee journey. Employees greatly appreciate it when you discuss THEIR career with them. They appreciate it even more when you provide them with metrics to understand when and how they will be promoted.

The End of the Employee Journey.

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The end of the journey happens for a variety of reasons: family, new passions, relocations. The end of a career with your company should not be judged negatively. It’s important to maintain good relationships, and there’s even an advantage to doing so.

It’s not always final, and people often return to the same company in different roles (e.g., as consultants).

It’s a phase that is already complicated for everyone, so we want to make it as positive as possible for the person who was working with us just yesterday.