The employee experience starts the first day an employee steps through the door, ends with their leaving drinks, and encompasses everything in between. It’s a constantly evolving journey, which means the concerns of an employee in their first few months will be vastly different from the ones they have after three years. Understanding what these priorities are is essential if you want to keep your employees engaged. That’s why you need an overview of how engagement changes throughout the employee lifecycle.
Peakon’s new Employee Experience Cycle gives you a complete overview of the employee journey, without the extra cost and complexity of running separate engagement surveys. This provides you with consistent data, which makes it easy to compare engagement across the different stages and identify areas for improvement.
Based on over 40 million data points collected in Peakon, we’ve identified four phases of the employee experience during which employee priorities are significantly different. The four phases are: Onboarding, Initial Development, Ongoing Development and Retention, and Separation.
Onboarding usually happens during the first 3 months after an employee joins a new organisation. It’s a crucial time for explaining cultural norms, company values, and making sure that new employees feel welcome.
Initial Development is when an employee starts to become productive and master their first role, typically within the first two years of joining. This is a time for focusing on skill development and overall productivity.
After a couple of years, most employees move into the Ongoing and Development phase, which lasts for as long as someone stays with your organisation. This is a critical time for providing development opportunities and helping employees to take the next step in their career.
Finally, there’s the Separation phase, which gives you insight on employees that have already left the organisation. Unlike the other phases, separation can only provide you with information related to the three months leading up to someone’s departure. This allows you to identify the cause of low engagement scores and makes changes to improve employee retention.
Introducing Peakon’s Employee Experience Cycle
An overview of the four phases is available on your Peakon dashboard, which allows you to view how your the engagement of your employees trends over time. This makes it easy to identify areas of improvement throughout the Employee Experience at a glance.
You can also view an individual report for each phase from your dashboard, which allows you to drill down into the data and identify specific actions and priorities. This makes it easy for different departments to focus on their area of responsibility and act accordingly.
Using the same survey across all phases of the Employee Experience Cycle has a number of benefits when it comes to improving the quality of your data, reducing admin and figuring out what you can do to improve engagement at each stage of the employee journey.
- Using the same survey throughout the employee lifecycle results in better quality responses and higher participation rates compared to separate surveys for each of the different phases.
- Collecting the same data throughout the employee experience allows you to understand how one phase impacts another, without the need for additional admin and analysis.
- Specific questions for the onboarding and separation phase makes it easy to identify issues that relate to specific point in the employee journey, and tackle underlying causes of employee turnover.
Watch the webinar below to learn more about the Employee Experience Cycle and how you can use it in your organisation. Jakob Nielsen, Senior Data Scientist and Deepa Daniels, our Director of Product explain each of the phases, how we developed the concept, and what you can do to identify specific priorities at each stage of the Employee Experience Cycle.