Five Crucial Stages of Employee Life Cycle that Every Organization Should Know

Employees who believe that management is concerned about them as a whole person – not just an employee – are more productive, satisfied, and fulfilled. Satisfied employees mean satisfied customers, which leads to profitability.

Anne M. Mulcahy, former CEO of Xerox.

Employee engagement should not be a one-time effort. Instead, it should be a permanent mindset if an organization aims to retain its employees for long. The Employee life cycle model ensures that each employee gets a personalized growth experience within the company’s ecosystem. Employee life-cycle comprises five crucial stages. 

1. Recruitment:

Recruitment is the first stage where you attract the best talent to join your vision and mission. It can take place in two situations. 

1. The existing role is vacant 
2. New position created

There are multiple ways to attract talent. Many organizations adopt referral programs, approach recruitment and social media platforms like LinkedIn and Naukri.com, and consult virtual HR firms for hiring. It is wise to use more than one platform to widen the talent pool. Also, one must provide an appropriate job description to attract the right talent. 

2. Onboarding: 

The onboarding process starts from the first day the employee joins the firm. This period can also be called a germination period, which is crucial to retain the employee. During this stage, with the help of expert Human Resource Professionals, you can help the employee adjust to the new organizational environment. 

The onboarding stage is an excellent time to learn about the employee’s attitude, skills, strengths, weaknesses, knowledge and behavioural patterns.

The three pillars of the onboarding process are: 

1. Introducing the employee to the company’s vision and values.

2. Conveying the organization’s expectations from the employee. 
3. Follow-ups for the employee’s hassle-free amalgamation with the new culture.

3. Development

Apart from financial gain, personal growth is a major motivator for employees. The development stage provides future career paths to employees within and outside the organization. One can push the employee’s development by: 

1. Encouraging the culture of learning through training and seminars.

2. Knowledge assessment and feedback-driven relationships. 
3. Encouraging team members to take a leadership role. 
4. Rewarding employees who are pushing their limits.

4. Employee retention

This is where the employee life cycle reaches its crescendo. An employee survives in an organization’s culture only when he feels sufficiently challenged and rewarded. A higher attrition rate suggests that the company needs to work on its fundamentals. One can improve employee retention rate by taking several measures, such as- 

1. Hiring appropriate people for appropriate positions.

2. Building strong bonds between team members through different activities. 
3. Keeping open communication with employees. 
4. Consistently taking feedback from the employees to improve processes.
5. Understanding the motivations and drives of employees. 

5. Separation

All good things must come to an end. Employees leave the organization for various reasons, such as retirement, finding a new job or citing personal reasons. Sometimes, they are terminated for not performing up to the mark. However, it is essential to treat the separation process as gracefully as the onboarding process. 

Sometimes, an employee’s separation can lead to a domino effect, resulting in Great Resignation. Therefore, the exit interview is crucial. 

One should keep the below points in mind while conducting the exit interview. 

1. Understanding the reason behind leaving the organization. 

2. Adopt a positive approach, no matter what. 
3. Encourage the employee to share honest feedback. 
4. Support the team during the turmoil.