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The employee lifecycle model (ELC) is a tool for visualizing how employees interact with the organizations in which they work. This continuous connection comprises five phases, according to the ELC model: recruitment, onboarding, development, retention, and exit or separation. The employee lifetime model may be turned into a framework with various engagement strategies for each step.

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Let's suppose a business has a great recruiting strategy but a high rate of employee turnover. In order to create a more appropriate solution for this problem, the company may concentrate on the retention phase. If you're thinking that this is the same old boring customer journey, you're correct! The ELC approach is founded on the notion that businesses should design the employee experience with the same attention as they do the consumer experience. As a result, the ELC mimics the customer journey to some extent. Let's take a closer look at each ELC stage and examine its goals and difficulties.

Employee Lifecycle Stages

First Stage: Recruitment

It's all about finding the perfect match for each job inside the company when it comes to recruitment. Some businesses see it as a traditional marketing funnel: A good recruiting plan should incorporate the employer's brand, which should be managed and exploited since it is the organization's reputation and value proposition (for employees). In fact, some ELC models refer to this step as the “Attraction” stage, which occurs before recruitment. 

Note: Because the application process is such a pivotal stage in the candidate's journey, make it as easy and enjoyable as possible. You don't want your consumers to have to go through complex, time-consuming purchasing procedures, do you? Job searchers are in the same boat.

Second Stage: Onboarding

The onboarding process entails much more than just providing new employees with the necessary knowledge and tools to begin working. It's a chance to fully immerse the new employee in the company's culture, which is critical for retention. It's believed that half of all senior outside appointments fail within the first 18 months. Employees will understand what is required of them via a pleasant, seamless onboarding process. These expectations include not just performance but also social elements.

Note: The input of a new recruit is usually less prejudiced than that of other employees. Follow up onboarding as soon as possible to get new information and suggestions!

Third Stage: Development

As soon as a new recruit starts working, the employee development stage begins. Showing faith in an employee's ability to succeed enhances his loyalty and trustworthiness. The greatest way to develop people skills is to invest in learning opportunities and appealing challenges. Employers should make career development a primary priority. Despite this, approximately 70% of workers say they are unhappy with their employers' development prospects. Create attainable and realistic career pathways and convey them in a clear and pleasant manner. It's similar to teaching a game's rules: the more knowledge a player knows and the more he or she practices, the better player he or she will be.

Note: Thank workers for their efforts to further their careers, particularly if they are spending their own time. If your budget allows, try rewarding them. If it doesn't, you may always provide workers another kind of incentive, such as a personal day.

Fourth Stage: Retention

In the employee lifetime model, the retention stage is crucial. According to the United States Bureau of Labor Statistics, turnover may cost a company up to 33% of an employee's entire pay - including salary and benefits!  Begin by appointing the best candidate for each job. Encourage workers and management to communicate openly and freely. To keep outstanding workers, the first and most essential step is to listen attentively to understand what is going on and how you can assist. Talent retention has a direct effect on the overall success of a company. Keep an eye on the company's work satisfaction ratings since it will save you time and money in the long run.

Fifth Stage: Exit

When a worker departs a company, the employee lifecycle model reaches its conclusion. It's critical to handle the situation appropriately, whether they're leaving for personal reasons, retirement, or a new career. When one employee quits a team, the remaining members may suffer sorrow and worry. Ascertain that the separation is painless and distressing.

Note: We've returned to our original starting point. Exit surveys should be as simple and painless as the application process. Conduct a personal departure interview if feasible to get as many useful insights and comments as possible.

Your comments and views are welcome in the comment section below. And for further consultation or questions, please email to hrforumonline@gmail.com. 


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