Typical Employee Life Cycle
Employee Life Cycle
Follow the separate paths of two employees through their first year of employment, from the day each was hired to becoming an established employee in their respective workplaces. This interactive story will allow you to learn the different experiences of an employee at a company that uses a system of engagement, compared with an employee at a company that uses a system of record.
Jennifer is joining a company with a system of engagement — an HCM system that allows for on-demand access to core HR information and delivers dynamic employee communications as well as role-based and personal-interest communities and networking capabilities. The system is accessible on any computer, tablet, or mobile device.
Bill is joining a company that uses systems of record — HR legacy solutions largely used by the company’s HR department requiring separate user logins for various functions.
Jennifer and Bill recently received news that they were hired by their respective companies.
Jennifer receives an email from her new boss with an official start date and a personal note encouraging her to check out a wealth of resources available on Connect — the company’s secure employee website. Jennifer then:
- Logs in to the system
- Fills out her profile
- Reads welcome notes from across the company
- Watches a welcome video from her boss
- Reads about company culture
- Enrolls in the new-hire community
- Starts filling out new-hire paperwork
Jennifer is excited about joining this company because she already feels like she knows many of her colleagues and has a good sense of the company culture. She meets a mentor and team members and feels less anxiety about the new job. In fact, she is eager to start.
Jennifer has already chatted in the Connect system with team members and understands her role. She has set up a lunch meeting with a professional mentor. A cool talent chart and employee profiles on the system are helping Jennifer already communicate with people in the company.
Bill gets a letter from his new company in the mail. The letter from the company’s HR department congratulates him and provides a start date. A map showing where to park is attached. Bill searches social networks to see if he can find out more about some of his new colleagues, but has little luck.
Bill’s anxiety builds as his start date approaches. He has only met one person besides his new boss — both were part of his interview process, which was nearly a month ago.
Bill remembers his job description from the interview process, but he wonders what his role and colleagues will be like.
Milestone: First Day
Jennifer and Bill show up to work on their first day, after weeks of anticipation.
Since she began filling out her profile on the Connect Preboarding Hub days ago, Jennifer can focus on networking with several team members, all of whom she recognizes from their Connect system profiles and their online conversations in the weeks leading up to today. She chats a bit before going to her desk to log in for the company virtual orientation moderated by the company’s chief HR officer. She also watches videos of real employees talking about why they love working here. At the conclusion of the orientation, Jennifer is directed to complete the rest of her profile and Onboarding survey right in the Connect system.
Jennifer feels completely at ease on her first day. In fact, she already feels like part of the team. Jennifer even jokes how she feels like this is her third week of work, since she’s talked to so many people already on the company’s social and chat communities. The values and culture presentation during her virtual first day assures Jennifer she joined a good company.
Jennifer is confident she can contribute immediately because she’s already hitting the ground running. In fact, earlier in the morning her team members gave her some perspective on their team’s key projects. Jennifer even meets her mentor for lunch. At the end of the day, she’s sent a summary of her first day and provided a survey for feedback.
Bill finds the parking lot and the HR department, where he spends the next four hours filling out paperwork and reviewing employee handbooks and policies. An HR rep takes Bill to his desk, but doesn’t yet have a password for his computer. He reads more from the company handbook and unpacks a few things.
Bill is a bit nervous on his first day. He only recalls two people from the job interview, which was nearly a month ago now. He watches people walk by the HR department during his first day, wondering who might be his colleagues or team members.
Bill had hoped to meet his boss and team members on his first day, but they were stuck in an off-site meeting. Bill found this out from the HR rep as she walked him to his desk.
Milestone: 90-day Mark
Jennifer and Bill reach 90 days of employment — that benchmark where employers often evaluate performance or when probationary periods end.
Jennifer gets a notification on Connect congratulating her on her first three months with the organization, and it directs her to check out her personalized onboarding path for days 31 to 90. She also receives a nice message on the system from a colleague in another department, whom she met in the company’s brand management community.
Jennifer is feeling confident in her role and is amazed that the first 90 days went by so quickly. A group of work friends meet her for lunch to celebrate. Jennifer later posts a message to the new-hire community board thanking everyone for their support.
The best note of the day for Jennifer is one on the company system from a cross-department mentor. They meet once a week to share strategies and tips. Her boss also sends a personalized kudos and thanks Jennifer for running the department while he is out of town.
Bill gets a call first thing in the morning from HR, reminding him of his 90-day review. His boss won’t be joining because she’s out of town, but says they’ll go over the 90-day review when she returns.
Bill is a little frustrated because he rarely gets face time with his boss and wanted to share some of his insights and goals at the 90-day review. He doesn’t know the HR rep who will cover some standard 90-day paperwork.
Bill realizes he doesn’t get much feedback on his work. He is a little unsure who to approach with new ideas, even 90 days into the job. During the review, the HR rep asks Bill if he’s tried to reach out to people in another department through an online portal, but Bill forgot his password because he hasn’t logged in since orientation on his first day.
Milestone: 1-year Mark
A year after being hired, Jennifer weighs an unsolicited job offer. Bill is actively searching for a new job. Both reflect on their first year at their respective companies.
Jennifer consistently gets numerous colleague endorsements on the company’s social platform. She has been one of the most consistent contributors to employee communities. Jennifer even looks at internal job postings on the company’s Connect job board.
Jennifer is feeling professionally fulfilled and valued. She loves getting regular kudos from other employees and regular feedback and notifications from her boss. She knows she is a strong contributor and loves the company culture. Jennifer is one of the leading brand ambassadors.
Jennifer consistently provides leadership in her boss’s absence and even joined a leadership training team, which she read about on the company’s Connect system. She finds the posting on Connect that her mentor encouraged her to apply for. Jennifer applies for the position, excited about her future with the company without giving the external opportunities available to her a second thought.
Bill realizes his one-year anniversary is coming up soon because his new boss left a message to do a performance review. It will only be the second time in three months that he’s seen his boss face to face. First bill has to fill out his self-assessment. But he forgot his login information because it’s on a different system than the payroll program.
Bill, feeling disconnected and frustrated, surfs the Web for a new job while waiting for IT to reset his HR password that accesses the review process form.
Bill feels uncertain about his job performance because he rarely gets feedback. He finds a job posting elsewhere that would be a lateral move, but he’s intrigued because it includes a video clip about the company’s culture. Bill is particularly impressed by testimonial from a woman named Jennifer, who started at the company about a year ago.
Employee Engagement Takeaway
It’s an exciting time — we’re seeing technological advances put the power of information into the hands of every employee. The best HR technology solutions will tap into this potential and create environments that put employee engagement at the center. It’s not a pipe dream to create a system of engagement — it’s an imperative.