Four Stages Of Employee Experience: What HR Should Know To Improve Employee Satisfaction

The experience of the employee is reflected through what an individual goes through at any workplace, including four main stages: 

1. Attraction, Recruitment and Onboarding

At this stage, employee experience revolves around how long it takes to hire, the cost to hire, the bid rate, and the quality of the hire. Were your work adverts beautiful and clear enough for the top applicants to be noticed and applied? Does your interview procedure involve fantastic prospects and reassure them to promptly accept your job offer? How was the whole experience of the candidate?

Usually, new staff needs “ramping time” to get ready to work and be productive. An efficient onboarding procedure results in a longer-lasting connection to the business, and the dedication to great things while they are working for the organization.

2. Employee engagement and employee performance

This stage is the capture of the day-to-day experiences of employees at work. For this reason, it is crucial to build a culture of high engagement as the center of employee experience strategy. By fulfilling basic psychological needs for employees to perform their specific roles well, an employee will become engaged and will “show up” at work physically, emotionally and cognitively. They will become enthusiastic about their work and naturally find ways to improve and excel. By providing employees with enough equipment, materials and opportunities to do what they do best, businesses will lay out a concrete foundation for high performance and ongoing employee development. 

3. Development & Retention 

Employees may continue to perform, grow and contribute to the success of the company as long as they are motivated and linked to the core goal of the company through a great retention plan. It is economically reasonable for an enterprise to do all in its power to retain existing workers. SHRM suggested that the cost of replacing employees might range from 50% to 60% of the annual compensation, which is much higher than the cost to improve the employee experience. The No.1 reason for changing jobs of numerous today’s workers is “career growth opportunities”. Businesses need to provide employees with opportunities to gain new skills, work with new people or enjoy far greater autonomy. These growth opportunities can happen through frequent coaching conversations in which, managers can earnestly listen to their staff’s requests, give out meaningful feedback and make proper adjustments afterward. 

4. Positive Departure

For a broad range of reasons employees might leave: they can retire, relocate to different employment, or look for some changes in their lives. Given the shrinking average duration of the employee cycle, it’s more critical than ever to keep people engaged, even when they’re leaving. Each employee leaves your firm at some time and learns why it is a chance for existing. And who knows! Probably in the future they may see opportunities to return to their previous employment. 

Improving employee experience might not be so easy since it concerns many aspects. But you can always count on a professional company to work things out for you. Talentnet – Vietnam’s leading human resources consulting firm can be your optimal partner. Putting people as the focus, Talentnet aims to develop human resources experiences that make a solid impact on employee experience, thereby creating a solid foundation for long-term business development. It’s time to come to grips with your employee experience plan if you wish to recruit and retain your employees.