How critical is the employee life cycle to your engagement strategy?

How critical is the employee life cycle to your engagement strategy?

Employee Engagement

Although most companies take the employee engagement agenda seriously, the unfortunate truth is that it ends up being a swing and a miss. Even with the best of intentions in place, the outcome is not rock solid.


Gallup research points out that only about 13 percent of employees are engaged in their work — that is, they are emotionally invested and focused on creating value for their organizations every day. The vast majority of employed people across 142 countries are “not engaged” or “actively disengaged” at work, meaning they are emotionally disconnected from their workplaces and less likely to be productive. In fact, actively disengaged workers worldwide continue to outnumber engaged workers at a ratio of nearly 2:1


What is missing?

A strategy that ensures great experiences to employees at all times, including before an employee has joined a company and after his departure.


What do employees want?

An optimum pay package is ideal, but it needs to be coupled with an ongoing need of self-development, challenging opportunities to outshine, and due reception of recognition and appreciation. Furthermore, an organizational culture that is woven together by empathy and respect goes far and wide in keeping employees content and loyal.


The solution

Kickstarting pro-people practices in the spur of the moment is no longer a viable option for HR; rather, it needs to design a blueprint incorporating essential goals of employees while preserving the sanctity of their needs at different stages in the lifecycle.


The six stages of the employee life cycle

Attraction
Engaging all potential candidates within the country and outside has pushed the boundaries of employee lifecycle to include attraction. Building a strong brand value starts with engaging potential candidates actively on social media and other websites such as Glassdoor. What is of primary importance here, is that candidates who have received a good experience spread the word and allure other to apply as well increasing your chance to hire the top.


Recruitment
Attracting and acquiring the best talent is every company’s foremost wish. However, in today’s candidate-driven market, it is as difficult as scaling a mountain. Preserving candidate engagement and creating positive experiences goes beyond maintaining interview schedules, keeping candidates informed and employing conversations. Today, with the help of digital tools such as Amara, an AI chatbot by HireXP, recruiters can enhance candidate experiences with personalized communication, real-time information sharing and removing all dark spots from the process. The purpose is to keep the candidate apprised at all times and never leave them with the feeling of being ‘left hanging’.


Onboarding
Getting the managers to know the new hires and never leaving them feeling left-out in the new setting requires an onboarding engagement strategy. Do not be afraid to utilize innovative digital methods such as a chatbot—Amara to help you design experiences for your new hires that not only energize them but also enables them to perform from day one. Additionally, Amara will help them to complete the protocol work such as compliance paperwork, facilitate socializing with peers and remove all inhibitions about the culture of a new workplace.


The urge to digitalize the engagement practice for onboarding is backed by statistics. A recent Gallup study says that only 12 percent of employees strongly agree their organization does a good job of onboarding, so it’s no wonder that organizations have trouble engaging their employees over the long term.


Development
This stage is very important as most employee exit cases stem from events in this stage. Even if an employee’s current role is challenging enough, he/she will seek to fulfill his/ her inherent need to learn more, develop future skills and explore cross-functional opportunities. Apparently, the primary reason why employees leave jobs is that they have stagnated in their jobs and see no scope of better positions in future.


It is commonly seen that workers feel pleased and involved when they are learning continuously, are able to benefit personally and professionally, and are eligible to receive financial rewards upon achieving certain goals or targets.


Retention
Gallup has studied hundreds of organizations during the past two decades. Many of these organizations have improved substantially over time—some went from less than 20 percent engagement to over 70 percent. These organizations have leveraged digitization to strategize their engagement practices meticulously.


With a continuous engagement digital tool such as Amara, retaining employees in the long-run has become a reality. Interestingly, employees yearn to develop a deep connection with their peers and managers, in addition to their urge to align their sense of purpose with that of the organization.


Separation
One cannot avoid losing employees to competitors despite their best efforts, but leaders are cognizant of the importance of their existing employees and leave no stone unturned in engaging with them before and after the exit.


Research shows that 71 percent of employees use or have used referrals from an organization’s current employees to learn about job opportunities, therefore exiting employees continue to be brand ambassadors and are very essential for valuable brand building. In the same light, a Gallup study says that, “The employee experience also includes how employees leave an organization. Employees who have a positive exit experience are 2.9 times more likely to recommend the organization to others.”

Takeaway


People Analytics is at the core of a successful engagement strategy
However big the HR team is, it is never sufficient to deal with employees’ emotions in every respect at these critical stages of the employee lifecycle. However, that problem can be solved by Amara, who engages with employees on regular basis and shares powerful and valuable insights with business leaders and senior HR managers, enabling them to plan targeted and precise action. In other words, business leaders are able to unlock the true potential of their employees by providing them with superior experiences at all stages, from candidate attraction to employee separation.


It is worth sharing that Amara, who is backed by superior sentiment analysis and natural language processing features, has successfully partnered with more than 70,000 users and helped them to engage the disengaged at each stage of the employee lifecycle.

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