Know the life cycle of an Employee

Getting a new job is definitely something exciting…

We ask ourselves countless questions around so many topics about which we still have no information; but even so, we put all our expectations in the hope that we will be able to fully exploit our skills and knowledge and, along the way, grow both personally and professionally.

To meet these expectations, it is essential that organizations understand the stages that all employees go through during their relationship with the company. The Employee Lifecycle (ELC) model allows us to identify these stages and helps us understand how we can improve the experience of our collaborators in each of them. It is a model composed of 6 stages and we will review each of these below.

1. Attraction

The first stage of the model is attraction. This must come into action long before any type of vacancy opens, because through it we guarantee that we are attracting the best talent.

For this stage we must work on the image and positioning of our company in the industry. This usually translates into the recognition of an excellent company culture, good benefits for employees, people who recommend us and a number of other elements that position us as an excellent employer brand, and will guarantee that more people want to work with our company.

It is important to understand and clarify the type of people we are looking for (according to age, training, position), to adapt the attraction stage accordingly, in order to attract the attention of ideal professionals for our vacancies.

2. Recruitment

This stage aims to promote the mechanisms through which it is possible to find the best talent for our company, being very important to provide a great experience to the candidates. It is also an excellent opportunity to obtain valuable information that supports us in improving the process.

It is important to have a clear definition of the profile you are looking for and the role that this person is going to play within the organization. This ensures that candidates are clear to some extent about what is expected of them, so it will be more likely that we are interviewing people who potentially fit the profile.

It is advisable to include current employees of the organization, as they can provide professional references that meet the profile sought, which can be of great support when describing the functions of this vacancy.

3. Training

At this stage, the objective is for our new collaborator to adjust to their activities and to the company in an agile, fast and pleasant way. It is also a great opportunity for you to become familiar with our company culture and a first step towards ensuring your retention.

It is a good idea to have a job description (certainly more specific than the one we used in the recruitment stage) and also present the values ​​and vision of the company, as well as making clear the expectations that are had from the beginning.

As a large number of concerns may arise at this stage, since it requires adaptation and understanding, it is advisable to have a follow-up plan that ensures that this entire process is being carried out successfully and that, in addition, gives the new collaborator some peace of mind. about the concern of the company regarding its training and adaptation process.

4. Development

At this stage, the collaborator is already adapted to his functions and to the culture of the company, which is why it is important to present him with new challenges and new opportunities for personal and professional growth, in addition to providing him with information that allows him to improve the personnel development processes in the company. business.

At this stage, it is key to encourage employees to continue learning and improving their knowledge, in order to enhance their skills. It is important to show interest in them during this stage. Through conferences, web seminars, training and incentives to continue studying, we can motivate workers to continue improving every day, for which they will do their jobs better and be more prepared for a possible promotion, all without also having the great contribution that is being done to the professional career of each collaborator.

5. Retention

This stage consists of maintaining all the conditions that increase the possibility that the collaborators want to continue working in our company. That you are satisfied with your role and your position within the organization, in addition to feeling challenged to continue improving and sure as a medium and long-term vision.

If the needs of the collaborators are not attended effectively, we could be repeatedly losing important talent, for which it is also important to maintain a close relationship with the collaborators. They can tell us what they expect from the company, how they feel in their roles and what could be causing them disagreement.

For this, it is essential to constantly monitor through measurements that inform us how employees feel in different aspects and how their commitment evolves over time, according to the improvements we implement.

6. Termination

At this stage, the end of the employee's relationship with the company is presented. It can happen for many reasons. However, the important thing is to understand this process as a great source of information about how this relationship with the collaborators was and how they perceived the processes that are carried out within the company.

It is important that this process is as enjoyable and rewarding as the recruitment process. In this way we will be able to obtain key information on the reasons for termination and obtain honest and reliable feedback that can help us improve our processes.

To end:

It is very important to understand how employees interact with the company. This allows us to have a close relationship with them, gives us the opportunity to make them feel part of a whole, helps us to have an excellent image that attracts the best talent and allows us to ensure that people feel calm, valued and safe within of our organization.

This is why, more than identifying the variables that can play an important role in each stage, we must work to guarantee that the experience that the collaborators are living within our organization is unique. Maintaining this experience at the highest level will allow us, in turn, to always have the highest level collaborators.