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Employee journey: a complete guide

Creating an engaging and supportive employee journey is an essential strategy for companies striving for high employee satisfaction, engagement and overall business performance. This journey, which encompasses an employee’s entire experience with an organization, from initial introduction to departure, is complex and multifaceted. Managing the employee journey requires insight, strategy and a deep focus on both the big picture and the fine details of employee interactions.

 

What is an employee journey?

The “Employee Journey” refers to the complete journey an employee takes within an organization, from first contact to the moment they leave. This term encompasses every interaction, experience and moment of contact employees have with the company, playing a crucial role in both their professional development and overall satisfaction with the work environment.

Examples of these contact moments:

  • the job interview;
  • the first day of work;
  • team meetings;
  • organizational meetings;
  • birthdays;
  • conversations such as the benefits conversation, onboarding conversation, assessment conversation, absenteeism conversation, coaching conversation and exit conversation.

The focus is on all contact moments, both planned and spontaneous, that foster conversations about development, workload, autonomy, etc. These moments contribute positively to the employee experience and include alumni meetings and formal talks. This line is continued when employees leave. Leavers can return (boomers) or become customers, confirming: he who does good, meets goodness.

By understanding and optimizing the employee journey, organizations can not only foster a positive work culture but also significantly improve their ability to attract and retain top talent.

 

Why is this trip important

A well-structured employee journey is important for both employees and employers. For employees, it creates a meaningful experience that can lead to increased engagement and performance. For employers, a positive employee journey can lead to improved employee satisfaction, higher retention rates and a stronger employer brand. An engaged employee is not only more productive, but also contributes to a positive company culture and reputation. With our real-time employee engagement insight e-guide, discover how to measure, interpret and improve engagement so you retain the best talent and save costs. Download the free e-guide right away!

The UI of the Learned career network platform.

With Learned’s Career Framework, you make evaluations objective and advancement opportunities transparent. By doing so, you will ensure engaged employees and will reduce turnover.

 

How to create an employee journey

Understanding an employee journey is a process that helps organizations understand and optimize their employees’ experiences throughout their careers within the company. This process is essential to creating a positive work environment and promoting employee satisfaction and engagement. Here are some steps to understanding an employee journey:

 

1. Define the stages of the employee journey

Identify and define the key stages an employee goes through, from recruitment and selection to onboarding, development, retention, and ultimately leaving the organization. This provides a clear overview of the entire trip.

 

2. Identify touchpoints and interactions.

Define the different touch points – the moments of interaction between the employee and the organization – within each stage of the journey. These could include job interviews, training sessions, performance reviews, or team meetings.

 

3. Collect and analyze data

Use surveys, interviews, and feedback sessions to collect data on employee experiences at various touchpoints. Analyze this data to gain insight into what is going well and what can be improved.

 

4. Create personas

Develop personas that represent different types of employees within the organization. This helps to better understand the needs, expectations and experiences of diverse groups of employees.

 

5. Map the employee journey

Use the information gathered to create an employee journey map. Highlight key stages, touchpoints, and employee emotional experiences at each point. This makes it easier to oversee the entire journey and identify areas that need attention.

 

6. Implement improvements

Use the insights gained from the employee journey map to make targeted improvements. This can range from optimizing the onboarding process to providing personalized development opportunities.

 

7. Monitor and iterate

Understanding the employee journey is not a one-time project, but an ongoing process. Continue to collect feedback regularly and analyze the impact of changes made. Be prepared to adjust your approach based on new insights and changing circumstances.

By following these steps, organizations can develop a thorough understanding of the employee journey and work proactively to improve the employee experience. This not only leads to higher satisfaction and engagement but also contributes to the overall performance and success of the organization.

 

Example employee journey

Let’s explore the employee journey through a fictional character, Emma, who begins her career at an innovative tech company called “FutureTech.”

Phase 1: attraction and recruitment

Emma first encounters FutureTech at a career fair. She is immediately intrigued by the company’s mission and culture. After following FutureTech on social media and reading positive employee reviews, Emma decides to apply for an open position as a junior software developer.

 

Phase 2: application and selection

Emma applies online and receives an invitation for an interview within a week. The application process is transparent and communicative, with clear information about the next steps. After a series of interviews and a technical test, Emma receives an offer, which she enthusiastically accepts.

 

Phase 3: onboarding

On her first day at FutureTech, Emma is warmly welcomed by her team. She receives a comprehensive onboarding, including a tour of the office, introductory sessions with colleagues and an overview of current projects. Emma feels valued and part of the team.

 

Phase 4: growth and development

Emma enjoys regular feedback sessions with her manager, discussing her performance and opportunities for growth. She uses FutureTech’s learning platform to develop new skills and participates in a mentoring program. Within a year, Emma is promoted to a medior software developer.

 

Phase 5: engagement and retention

Over the years, Emma feels strongly about FutureTech. She appreciates the corporate culture that fosters innovation and collaboration. Emma actively participates in team building activities and corporate events. Her input is valued and she clearly sees her contribution to company goals.

 

Phase 6: feedback and evaluation

Emma undergoes annual performance reviews where her performance, career goals and any concerns are discussed. These sessions provide valuable insights and help set clear goals for the coming year.

 

Stage 7: departure or transition

After five years at FutureTech, Emma decides it’s time for a new challenge. She openly discusses her decision with her manager, who supports and helps her with a smooth transition. Emma’s last days at FutureTech are positive, with a farewell gathering organized by her colleagues.

 

Phase 8: alumni network

After her departure, Emma remains connected to FutureTech through the alumni network. She shares her knowledge with new employees, stays abreast of company updates and attends networking events. Emma’s journey with FutureTech may have ended, but the positive experiences and relationships remain.

Emma’s journey at FutureTech illustrates the different stages of the employee journey, from attraction to departure, and highlights the importance of each touchpoint in creating a positive and supportive employee experience.

 

Personalize your employee journey with Learned

Learned.io plays an integral role in enriching the employee journey, particularly by providing personalized learning and development pathways that are critical to each stage of the employee journey. As a result, Learned supports organizations in creating an engaging, productive and fulfilling work environment. Try Learned now for 14 days for free!