A Human-Centered Approach
"You don’t hire someone to tell them what to do; you hire them to tell you what to do." - Reed Hastings, Netflix
A few months ago, I had a candid conversation with a leader who shared a profound insight that has stayed with me: "The way we bring people in, nurture them, and even how we let them go says everything about who we are as a company." It was a simple statement, but it struck at the very heart of what makes organisations thrive or falter. It’s not just about policies, processes, or even outcomes; it’s about how you treat people at every step of their journey.
This sentiment perfectly encapsulates the essence of the Employee Lifecycle (ELC) for me. Each stage; recruitment, onboarding, development, retention, and even exit is a mirror reflecting an organisation’s culture and values. It’s in these moments that employees experience what the company truly stands for, beyond mission statements or perks. Every interaction, whether a warm welcome or a respectful farewell, leaves an impression that shapes the organisation’s reputation and impact.
In this issue, I invite you to journey with me through the ELC. Together, we’ll explore how HR can elevate each phase, transforming what might seem like routine processes into powerful, meaningful moments. These moments, when approached thoughtfully, don’t just tick a box, they build loyalty, deepen engagement, and drive growth. Let’s move beyond the transactional to create experiences that genuinely matter.
Finding the Right Fit
Recruitment is the opening chapter of an employee's journey, and first impressions matter. This is where the foundation of trust, alignment, and engagement is built. How you present your company through your job descriptions, recruitment processes, and candidate interactions sets the tone for everything that follows, from onboarding to long-term retention. A compelling recruitment strategy doesn’t just fill roles; it creates a connection between the organisation’s purpose and the candidates’ aspirations.
Take Unilever as an example. Faced with a high time-to-hire rate, they rethought their approach by turning to AI-driven tools. These tools analysed market trends, employee preferences, and candidate behaviours to craft job descriptions that spoke directly to what candidates were looking for, not just in terms of skills but also values and culture. The result was profound. Unilever reduced their time-to-hire by 30%, streamlining their processes while also attracting candidates whose personal values aligned closely with the company’s mission.
This wasn’t just about speed. By focusing on alignment rather than just qualifications, Unilever saw a significant improvement in retention rates. When employees feel connected to a company’s culture and purpose right from the recruitment stage, they’re more likely to stay and thrive. It’s a powerful reminder that recruitment isn’t just about finding people who can do the job it’s about finding people who believe in the why behind the job.
According to LinkedIn, 75% of job seekers consider a company’s reputation before applying.
Crafting Memorable First Impressions
Onboarding is far more than ticking off administrative boxes or filling out forms, it’s the crucial moment where new hires begin their journey of becoming part of the organisation’s culture. This phase is your chance to make a lasting first impression, setting the tone for engagement, productivity, and retention. Research shows that employees who experience a structured and meaningful onboarding process are 69% more likely to stay with the company for three years or more (SHRM). It’s not just about orientation, it’s about integration.
To make onboarding impactful, consider moving beyond standard presentations or training sessions. Instead, focus on creating immersive experiences that build emotional connections from the outset. For instance, buddy programs pair new hires with experienced colleagues who can guide them through their early days, offering insights into both their roles and the company’s unwritten cultural nuances. This fosters camaraderie, reduces new-job anxiety, and ensures that fresh recruits feel supported from day one.
Another approach is to use virtual or augmented reality tours to bring your company’s story to life. Imagine a new hire at a hospitality chain like Marriott, donning a VR headset and virtually walking through the company’s flagship properties, meeting avatars of team leaders, and seeing how their role contributes to the bigger picture. Such experiences create a sense of pride and connection that can’t be matched by a traditional welcome email or slideshow.
Pro Tip: Design onboarding as a journey, not an event. Include elements like storytelling sessions with leadership, workshops on company values, and personalized learning tracks to tailor the experience to individual roles.
By prioritising cultural immersion, emotional connection, and role clarity, onboarding becomes more than just a checklist it transforms into a launchpad for long-term success, where employees feel inspired, valued, and excited about the road ahead.
SHRM reports that 69% of employees are more likely to stay with a company for three years if they experience strong onboarding.
Cultivating Continuous Growth
In today’s fast-paced and ever-changing work environment, continuous learning is not just important, it’s essential. As technology and industry landscapes evolve, the ability to reskill and upskill becomes a key differentiator for both employees and organisations. Continuous learning ensures that employees remain competitive and confident, ready to tackle new challenges and seize emerging opportunities.
A powerful example of this is a real estate firm I collaborated with, which faced a pressing need to adapt to digital transformation. They introduced micro-learning modules focused on AI, data analytics, and other critical digital skills. These 10-minute, bite-sized sessions were accessible on-demand, allowing employees to integrate learning seamlessly into their busy schedules. The result was remarkable- a 40% increase in project completion rates as employees were able to apply their newfound skills directly to their work. This demonstrated that when learning is relevant, convenient, and tailored, it has a direct and measurable impact on performance.
Pro Tip: Micro-learning is particularly effective because it aligns with how modern professionals consume content: short, focused, and actionable. Use platforms like Degreed Gleac and Coursera to deliver curated learning paths that balance technical and soft skills, such as critical thinking, communication, and emotional intelligence.
For larger-scale implementations, learning management systems (LMS) like Tenneo can centralise and personalise learning across an organisation. These platforms provide advanced tracking and analytics, allowing HR teams to monitor progress, identify skill gaps, and ensure alignment with business objectives.
Additionally, continuous learning fosters a culture of curiosity and innovation. Employees who feel supported in their growth are more likely to stay engaged, loyal, and motivated. Gartner research highlights that companies prioritising learning initiatives see a 23% increase in employee engagement and a 17% improvement in retention rates.
A global consultancy firm integrated continuous learning into their DNA by mandating a "learning hour" every week for all employees. With topics ranging from industry trends to leadership development, the initiative not only boosted team capabilities but also improved employee satisfaction scores by 32%. Encourage employees to apply what they’ve learned immediately by assigning stretch projects or mentorship opportunities. This solidifies new knowledge and showcases the tangible value of continuous learning.
By investing in flexible, scalable learning platforms and embedding a growth mindset into your culture, organisations can ensure their workforce remains future-ready, prepared not just to keep up with change, but to drive it.
The World Economic Forum estimates that 50% of employees will need reskilling by 2025 to remain competitive.
Transforming Feedback into Growth
Traditional annual reviews, while a longstanding practice, often fall short of meeting the needs of today’s dynamic workplace. By the time feedback is delivered, months may have passed since the actual performance occurred, making it less relevant and actionable for employees. This delay can lead to frustration, missed opportunities for improvement, and even disengagement. In a world that demands agility, continuous feedback models are emerging as the more effective alternative.
Why Continuous Feedback Works Continuous feedback transforms the review process from a once-a-year event into an ongoing dialogue. Employees receive timely, constructive input on their work, allowing them to make real-time adjustments and grow continuously. This approach fosters a culture of openness and trust, where feedback is seen not as criticism but as a tool for development. Managers also benefit, as frequent check-ins enable them to stay connected with their teams, address challenges proactively, and align performance with evolving organisational goals.
Pro Tip To ensure success with continuous feedback:
领英推荐
Learning Resource For HR professionals and leaders keen on mastering this shift, LinkedIn Learning’s course "Performance Management in the Modern Workplace" offers practical insights and strategies for implementing continuous feedback models effectively.
Gallup finds that 70% of engagement is influenced by managers.
Building Loyalty Through Recognition
Employee recognition is one of the most impactful yet often underutilised tools for boosting engagement, morale, and retention. At its core, recognition acknowledges the value employees bring to an organisation, affirming their efforts and contributions. When done well, it builds a sense of belonging and motivates individuals to continue performing at their best. In fact, Gallup research shows that employees who feel adequately recognised are 4.6 times more likely to be engaged at work and 31% less likely to seek employment elsewhere.
Recognition is more than just saying "thank you." It’s about making employees feel seen, appreciated, and valued for their specific contributions. Whether it’s a small act, like meeting a deadline under pressure, or a major milestone, like completing a complex project, recognising these efforts fosters positivity and reinforces desired behaviours across the organisation. Employees who feel valued are more likely to stay loyal, leading to reduced turnover and stronger organisational performance.
To move beyond sporadic acknowledgments, organisations must embed recognition into their culture. This means shifting from occasional pats on the back to a system where celebrating achievements—big and small—becomes an integral part of daily operations. For instance, encouraging team leads to call out wins during meetings or creating a dedicated Slack channel for sharing appreciation can make recognition habitual.
Platforms like Bonusly streamline this process by allowing employees to publicly recognise each other for their contributions. Points-based systems make it easy to quantify and reward recognition, offering redeemable incentives that add an extra layer of motivation.
Pro Tips for Building an Effective Recognition Culture
For leaders and HR professionals looking to deepen their understanding of effective recognition strategies, LinkedIn Learning’s course "Creating a Culture of Belonging" offers actionable insights into fostering inclusion and appreciation.
Ending on a Positive Note
The exit phase is often seen as the final chapter in an employee's journey, but its impact extends far beyond an individual’s last day. It’s a critical stage in the Employee Lifecycle (ELC) that, when handled thoughtfully, can leave a lasting positive impression and reinforce an organisation's employer brand. Employees don’t just leave behind their desks, they leave with experiences that shape how they talk about your company, influencing its reputation and ability to attract future talent.
Exiting employees often become informal ambassadors for your organisation, sharing their experiences on platforms like Glassdoor, Indeed, or LinkedIn. These reviews can either enhance your reputation as a great place to work or raise red flags for potential candidates. 86% of job seekers read company reviews before applying, and negative exit experiences can deter top-tier talent from considering your organisation. On the flip side, employees who feel respected and valued during their exit are more likely to leave positive reviews, advocate for the company, or even return in the future, a trend often referred to as boomerang employees.
A company I partnered with faced declining Glassdoor ratings due to poor offboarding practices. Employees cited a lack of communication and abrupt final interactions, leaving them feeling undervalued. Recognising this as a gap, the company revamped its exit process by introducing empathetic interviews, structured feedback loops, and post-departure follow-ups. Departing employees were given a platform to share their highs, lows, and suggestions for improvement, which were then shared (anonymously) with leadership for actionable changes.
The results were transformative:
Key Elements of a Thoughtful Exit Process
Exit feedback should not sit in a file drawer. Compile anonymised insights into quarterly reports for leadership. For example, if multiple exits highlight a lack of career advancement opportunities, leadership can prioritise this in their strategy. This creates a culture of continuous improvement.
Explore LinkedIn Learning’s course “Employee Experience Design” to deepen your understanding of how offboarding influences your employer brand and how to optimise the exit phase.
86% of job seekers check company reviews before applying; a well-managed exit can turn former employees into brand advocates.
Leveraging Employee Advocacy
In an era where transparency and authenticity dominate, employee advocacy has become a critical element of employer branding. Employee advocacy occurs when employees voluntarily promote their workplace, values, or culture on social media or other platforms. This organic representation holds significant weight because people trust real voices over corporate messaging. Research shows that 76% of job seekers trust information shared by employees on social channels more than official company communication.
When employees advocate for their organisation, they don’t just reflect its culture, they amplify it, reaching wider audiences and establishing credibility that corporate ads or statements can’t achieve.
HR as the Custodian of Culture
HR is not just an administrative function; it is the heart of an organisation, safeguarding its culture. By embedding purpose at every stage of the ELC, HR can transform processes into meaningful experiences that align with the organisation's "why," driving engagement and success. Do check out LinkedIn Learning’s Leading Global Expansion to dive deeper into actionable strategies.
?? Subscribe to The AHAM Impact and join us in shaping a future where HR is a strategic force driving purpose, engagement, and success. Let’s lead this transformation together!
Empowering HR leaders to build safe, compliant workplaces | Whistleblowing & Speak-Up culture advocate
3 个月Devika, it’s great to see your focus on #EmployeeExperience! At FaceUp, we know that a safe, supportive, and ethical workplace is the key for employees' well-being. We help organizations create open cultures where people aren’t afraid to speak up when something’s wrong. I appreciate your values, would you be open to connect and discuss this topic further? Leave me a request if so! :)