Employee Lifecycle Engagement Moments of Truth
We know from organizational culture assessment data that strong employee relationships increase employee engagement, performance, and loyalty, while decreasing stress.
We also know from employee engagement survey data that employee relationships change over time. How employees feel about and interact with their coworkers, managers, teams, and customers evolves as careers and organizations develop. To engage and retain top talent, leaders must keep up with different stages in the employee lifecycle to ensure employees are in position to succeed.
The Top Employee Lifecycle Engagement Moments of Truth
Here are the top moments in every employee’s journey that are critical when measuring and improving employee engagement.
- Attracting Top Talent
Your employer value proposition impacts your organization’s ability to attract the right talent. Your employer brand helps set you apart from other organizations competing for the same talent — and sets the stage for any future relationship. Strong employer brands clearly communicate their desired company culture and corporate values.
The most common employee engagement metrics to measure at this stage in the employee lifecycle are employee referrals, job posting metrics, volume of candidates, and quality of candidates.
Are you making a good (and honest) impression before a job candidate ever sets foot inside your company? - Recruiting and Interviewing Top Talent
Recruiters and hiring managers should build positive relationships with every candidate who takes the time to apply. A little respect goes a long way — no one wants to feel ignored or left in the dark about your hiring process. It only reflects bad on your company.
Keep the hiring process simple, transparent, and authentic. Make sure that hiring managers are well trained in proven behavioral interviewing techniques.
The most common employee engagement metrics to measure at this stage in the employee lifecycle are new hire survey results, anecdotal feedback, percent of job offers accepted, and time to fill.
Are your recruiting and interviewing processes increasing employee engagement? - Onboarding Top Talent
New hires need to start off on the right foot with a solid new employee onboarding process. Help new hires to hit the ground running by setting them up for success and thinking well beyond their first day. Have a plan in place for their first 30, 60, and 90 days.
The most common employee engagement metrics to measure at this stage in the employee lifecycle are onboarding survey results, completion of onboarding goals, hiring manager satisfaction, new employee satisfaction, and speed to productivity.
Is your onboarding process increasing speed to productivity and satisfaction? - Developing Top Talent
Engaged employees find their job interesting, challenging, and easy to play to their strengths. They also see professional growth and career development opportunities for themselves in the organization. After the onboarding process, managers should continue to function as coaches and get to know each of their employees on a personal level. One-on-one engagement conversations should be focused on development, performance, and growth.
The most common employee engagement metrics to measure at this stage in the employee lifecycle are frequency and quality of one-on-one meetings, goal progress, team engagement scores, recognition stats, development opportunities completed, talent review metrics.
Are you using coaching and customized training programs to help develop top talent to perform at their peak? - Retaining Top Talent
If you take care of your employees, they will take care of your business. According to McKinsey, companies that consistently invest in their talent have 5% lower attrition rates. With over 2.7 million people quitting their jobs each month, the business costs and benefits of employee retention are hard to ignore.
Focus on listening to employees and helping managers take an individualized approach to retaining key employees.
The most common employee engagement metrics to measure at this stage in the employee lifecycle are voluntary and unvoluntary attrition, retention action plan progress, succession planning pipeline, recognition stats, talent review metrics, and average tenure.
Do you have explicit plans in place to retain top and hard to replace talent? - Exiting Top Talent
Exiting employees can serve as valuable opportunities to continuously improve. It is up to you to ensure this relationship ends on a good note. The departing employee can still serve as an advocate for your organization. Use a proven exit survey process to gather feedback and thank them for their contributions.
The most common employee engagement metrics to measure at this stage in the employee lifecycle are reasons for leaving and turnover rate.
The Bottom Line
Employee lifecycle engagement moments of truth represent critical checkpoints when measuring employee engagement. Are your managers equipped to boost employee relationships at these key moments?
To learn more about employee lifecycle engagement moments of truth, download Research Report – Relationship Between Employee Engagement and Manager Effectiveness
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