The Peakon Monthly January Broadcast

From onboarding to exit, and every phase in between, Jakob Nielsen, Senior Data Scientist, and Deepa Daniels, Director of Product, explain how we’ve used tenure data in Peakon to break down the employee lifecycle into four distinct phases, which we refer to as the Employee Experience Cycle. The Employee Experience Cycle provides a way to visualise the employee lifecycle from start to finish. It ties together the various interactions and touch points that happen between employees and your organisation into a coherent journey that can be optimised over time.

Thinking about employee experience in four phases

We’ve identified four distinct phases of the employee experience: Onboarding, Initial Development, Ongoing Development and Retention, and Separation. Jakob and Deepa explain the importance of each phase in more detail during the first part of the webinar. Being able to see how engagement trends over time within each phase, the Employee Experience Cycle report makes it possible to identify areas that need to be improved. Along with Peakon’s recommendations, you can now provide different departments within your organisation the insight they need to make data-driven decisions, suggest the right actions and measure the impact of changes over time.

Using the same survey across the entire employee lifecycle

Traditionally, organisations have used multiple survey processes and providers to try and understand how their employees are feeling at different points along their journey. In the second part of the webinar, Jakob and Deepa explain some of the benefits of using the same Peakon survey throughout the entire Employee Experience Cycle, which includes:
  • One survey experience throughout the employee journey, which leads to higher participation rates and better quality responses.
  • Multiple data points for each of the four phases, which allows you to optimise the Employee Experience for different employee populations.
  • Being able to see how different phases impact each other, including the ability to measure the impact of specific changes without any manual analysis.
  • Separation insights based on data collected months before an employee’s departure, which provides more accurate insights compared to a single exit survey.
  • Automatic targeting of onboarding and separation question sets, without increasing the overall number of questions employees have to answer in each survey.

Separation insights and setting up your data correctly

In the final section of the webinar, Jakob and Deepa explain how you can set up your data correctly in order to identify retention issues and identify specific actions to reduce attrition, The separation phase draws on data from survey responses in the months leading up to an employee’s departure. This gives you more actionable insight into the causes of employee attrition compared to traditional exit surveys and interviews – which often happen too late in the employee lifecycle and only provide feedback from a single point in time. We’ve covered Separation Insights in more detail in the past, but the Employee Experience Cycle gives you a way to understand how other phases might be contributing to attrition, and plan specific actions to reduce turnover at various stages of the employee journey. Watch the full webinar recording to learn more about the different phases of the Employee Experience and see how you can explore different segments to identify engagement issues and develop a plan of action that will improve the overall experience of your employees.