Employee’s journey
In this article we will impart you the knowledge about Employee journey in a company its stages design and improvement.
It is a set of actions promoted by the organization and aligned with the business objectives, which the employee undergoes throughout his or her experience in the company.
The employee’s journey is a management strategy, whose objective is to increase the engagement of professionals. This can be achieved through integration between teams, changes in culture or behavior , increased productivity or talent retention.
But to be beneficial, the journey must be closely monitored by HR and the analyst needs to know the company’s next strategic steps, monitor the evolution and the achievement of goals.
What are the stages of the Employee journey in a company?
The employee’s journey consists of 7 well-defined steps . Together, they reinforce the organizational culture, disseminate the company’s purpose and strengthen employer branding. Are they:
- attraction;
- hiring;
- onboarding ;
- engagement;
- training;
- performance
- growth.
Attracting talent
Without a doubt, it is one of the biggest challenges facing the HR industry. Still, it is one of the most important steps for companies that want to have high-performance teams , engaged employees and aligned with organizational values.
The complexity is even greater when managers need to deal with the dynamics of the job market, which is increasingly demanding and competitive. Therefore, attracting high-level professionals requires a strategy, therefore:
- give a voice to the brand and make public how the company operates, what its values are and where it intends to go. If possible, share success stories and stand out from the competition;
- promote a diverse and inclusive organizational culture ;
- establish a career path and provide opportunities for growth;
- show the organization’s differentials ;
- disclose the benefits that the company offers, in addition to those stipulated by law.
Hiring
Hiring is one of the most important steps and it is worth paying special attention to it. Therefore, it is essential to verify that the candidate’s qualifications meet the company’s wishes and needs . But some points should be noted when opening a vacancy:
- focus on what is essential and make clear what the job competencies are;
- define the skills necessary for the exercise of the function;
- promote opportunities on social media to reach professionals who already know and admire the company;
- invest in tools and technologies that can assist in the recruitment and selection stages ;
- hire considering the candidate’s behavioral profile .
Onboarding
This step is responsible for raising the productivity of the new employee by 50% over the first two months of hiring. Onboarding promotes interaction with future colleagues, contributes to training and increases the professional’s proximity to the company.
As a result, the employee feels comfortable in a warm and pleasant environment. In this sense, a good onboarding process can offer:
- welcome kit, with presentation of the company and HR;
- information about the history and culture of the company or its founders;
- presentation of the mission, vision, values and organizational structure;
- detailing the function to be performed in the company;
- explanation of the forms of performance or performance evaluation.
engagement
Engaged employees contribute to the company’s success. Professionals expect to have a good experience in the corporate environment and feel part of the business. Here, some factors contribute to promoting engagement:
- inspiring leaders;
- sense of purpose;
- growth opportunities;
- rewards;
- people-focused culture;
- constant offer of improvement and training;
- space for dialogue.
Training
For the organization’s sectors to achieve maximum performance, it is necessary to train the teams. In addition, maintaining a training cycle is effective in promoting team learning .
Capabilities can occur by sector or through strategies, focusing on a specific employee. To do this, establish a learning-sharing culture that contains:
- clear and well-defined objectives;
- the methodologies applied;
- help from specialized companies;
- constant follow-up on the progress of the training;
- freedom and encouragement to change and test as training evolves .
performance
Performance management is one of the pillars of any company and an important part of the employee’s journey. Therefore, keep in mind that the HR analyst is usually an agent of change in companies , so it is common to face some cultural difficulties in performing the role.
However, it is HR ‘s role to monitor the performance of employees and seek high levels of engagement and productivity. These metrics are important for strategic planning and for developing new skills and talent .
Growth
Companies know that their main asset is human resources. Therefore, making it clear that employees are a priority and taking care of them is the purpose , which will reflect on the care that employees will have with customers.
By investing in professional growth, the organization gains space in the market, attracts and retains talent. Thus, the business prospers and achieves results.
How to design the Employee journey in a company?
Building the employee’s journey in the company requires a few steps for its execution. Check out how to do this with just a few actions.
1-Empathy is the starting point
Understanding employees empathically is the first step in building the employee journey. Here, managers must look at individuals with humanity and empathy and not just as mere cogs.
Leaders must demonstrate genuine interest in the human being and be open to what the other has to offer, without any judgment. Remember that empathy involves putting yourself in the other’s shoes. Therefore, it is important to know how to identify the employee’s urgencies, emotions and needs.
2-create the persona
Make an empathy map to understand what employees’ key needs, pains, and difficulties are. This mapping will help in creating the journey of the persona, that is, the employee .
3-Draw the employee’s journey
After understanding your team’s pains and needs and crafting the persona, the next step is to design the employee’s journey. To do this, consider all the steps the employee may go through in the organization.
So, align the points of contact he will have, from the beginning, when he finds the vacancy on a job site, until the moment he leaves in the future.
4-Survey the positive and negative points
With the design of the employee’s journey in hand, it is necessary to survey the employee’s pain points, those that represent obstacles or difficulties for him. But also signal the positive points that the employee has.
Pain points are uncomfortable for professionals and need to be resolved, considering the human factor as a priority. The positive points, on the other hand, should be highlighted and valued for being beneficial to the company.
Regarding these factors – pains and positives – it is essential to have metrics and indicators that can point out which ones interfere in the journey.
5-Invite the customer to build the journey with the company
The employee’s participation is essential for the construction of the journey, together with HR, managers and other people who are part of the company. Likewise, the customer must also be part of this process.
To analyze the employee journey, organizations use a concept called eNPS (Net Promoter Score). It is a process adapted by HR to measure the level of employee satisfaction with the company.
After all, the employee’s journey presupposes offering the best experiences during the professional’s trajectory in the organization. Therefore, the greater the degree of satisfaction, the greater the eNPS score .
In this sense, applying customer assessment metrics is also beneficial to the employee journey. The customer centric model places internal and external customers as a priority and helps the organization to offer relevant experiences for everyone.
How to improve the Employee journey in a company?
Through a management strategy, the employee’s journey makes it possible to increase the engagement of professionals during their period of relationship with the company.
The question that arises is: how to make this experience more satisfying and attractive for everyone? One way is to promote actions that contribute to the well-being of employees.
For this, organizations work to establish an egalitarian and fair culture, where there is coherence between discourse and practice . In this sense, the example of leaders assumes a fundamental role, as well as the fulfillment of established agreements and commitments.
Another factor that is highly regarded by employees is the granting of benefits. By offering them, the company confirms its appreciation of the human factor and care for the employee. Actions to stimulate health, care for the body and mind increase the quality of life and keep the professional motivated. Not to mention the positive effects on the work environment .
In this scenario, absenteeism levels decrease, productivity increases, everyone’s participation is more effective and talent retention will be a consequence.
