Why is it important to know the touchpoints of the employee lifecycle?
It is crucial to know the different touchpoints in the employee lifecycle as they represent the key moments in which employees interact with and are influenced by the organization.
By gaining an in-depth understanding of these phases, companies can take targeted measures to strengthen employee retention, increase satisfaction and ultimately improve their competitiveness in the labor market.
A fundamental understanding of the employee lifecycle enables companies to optimize the onboarding process and ensure that new employees have a positive start.
It also helps to identify the needs of employees at different stages of their lives and to implement targeted programs to promote engagement and development.
Furthermore, knowing the touchpoints enables companies to identify weak points in the employee lifecycle and take appropriate measures to improve them.
By creating a positive work environment and addressing the needs of employees, companies can strengthen employee retention and reduce the risk of turnover.
Ultimately, a sound understanding of the touchpoints in the employee lifecycle helps to foster a culture of trust, satisfaction and engagement.
Happy and motivated employees are not only more productive, but also more willing to commit to the company in the long term and make a positive contribution to the company’s success.
It is therefore essential for companies to be aware of the various touchpoints in the employee lifecycle and design them accordingly to ensure long-term success.
7 touchpoints of the employee cycle
1st touchpoint: application process
The application process plays a central role in the employee lifecycle as it marks the beginning of the employee journey.
At this stage, the first contact between a potential employee and the company takes place, giving the applicant their initial impressions of the corporate culture, the values practiced and the general way of working.
This moment is crucial, as it not only lays the foundation for a potential collaboration, but also plays a key role in shaping the relationship between the applicant and the company.
The careful design of this first point of contact is therefore of great importance in order to create a positive and authentic experience for the applicant.
2nd touchpoint: Onboarding
The induction phase, also known as onboarding, occupies another prominent position within the employee lifecycle.
Following the successful recruitment of a new employee, this stage marks the transition from the role of candidate to that of employee.
The main goal of onboarding is to seamlessly integrate the newly hired employee into the company, provide them with a clear orientation and optimize the start of their professional journey.
This critical phase goes beyond mere formalities and aims to establish a connection between the new employee and the company.
Factors such as introducing the company culture, training on company policies, getting to know the team and providing an effective workplace all play a crucial role here.
Onboarding is much more than a simple integration process; it is the key to fostering a positive attitude in the employee, accelerating their productivity and establishing a long-term commitment to the company.
Through carefully planned and thought-out induction measures, companies can ensure that their new employees start their professional journey not only professionally, but also emotionally.
3rd touchpoint: Everyday work
Day-to-day work is another touchpoint in the employee lifecycle that demonstrates the employee’s ongoing collaboration and productivity within the company.
At this stage, the focus is on daily tasks, team interactions and the employee’s individual performance.
The daily work routine extends over the entire duration of employment and shapes the employee’s experience to a significant extent.
This section of the Employee Lifecycle is more than just the sum of routine tasks; it presents the daily challenges and successes that shape each employee’s career path.
From regular team meetings to align goals to performance reviews that encourage individual development, the workday provides numerous opportunities for collaboration, growth and recognition.
By consciously promoting a positive and supportive working environment during day-to-day operations, companies can not only increase individual employee satisfaction, but also make a lasting contribution to creating a coherent and successful corporate culture.
Touchpoint 4: Employee retention
Touchpoint 4 deals with employee retention and refers to how well a company can retain its employees in the long term.
This process extends over various phases, starting with the recruitment and hiring of new employees.
Even at this stage, it is important to approach potential candidates who fit in well with the corporate culture and are motivated in the long term.
Onboarding is another critical phase in which companies need to ensure that new employees are integrated quickly and feel valued from the outset. Structured programs that set clear expectations and facilitate access to resources help to strengthen employee retention.
Development and training opportunities also play a crucial role.
Employees want to feel that their employer is investing in their professional development and offering them opportunities to expand their skills. Companies that support this encourage long-term employee retention.
Regular employee feedback and a transparent performance appraisal are further tools for strengthening employee loyalty. By giving constructive feedback and recognizing the achievements of their employees, companies make them feel valued and motivated to remain loyal to the company.
Promoting a good work-life balance and employee wellbeing are also important factors. Companies that offer flexible working time models, health and wellness programs and support in balancing work and family life strengthen employee loyalty.
Finally, clear career and promotion opportunities are crucial for retaining employees in the long term.
Companies that show their employees career paths and development opportunities within the company encourage their commitment and loyalty.
By taking targeted measures to strengthen employee retention throughout the employee lifecycle, companies can build long-term relationships with their employees and strengthen their performance and competitiveness.
5th touchpoint: career development
Another important touchpoint in the employee lifecycle is the planning, promotion and support of employees’ career progression throughout their time at the company.
Starting with joining the company, career development lays the foundation for each employee’s professional career.
During this initial phase, it is important to set clear goals and expectations and identify opportunities for progression.
In the early stages of employment, companies should offer their employees opportunities to explore and develop their skills and interests.
Through regular feedback and coaching, employees can be helped to identify their strengths and define their career goals.
Companies can also provide training, development programs and mentoring initiatives to support the professional development of their employees.
During the mid- and late-stages of employment, it is important to provide ongoing support and customization for career development.
This may include providing advanced training and certifications, promoting technical or leadership roles, and assisting with career reorientation.
Companies should also promote opportunities for horizontal or vertical mobility within the organization to provide employees with diverse development prospects.
Career development should not be neglected even during the final phase of employment.
Companies can offer programs to prepare employees for retirement or career reorientation in order to support them in the transition to the next stage of their lives.
By holistically and continuously promoting career development, companies can increase the motivation, loyalty and commitment of their employees and at the same time strengthen their own competitiveness.
6th touchpoint: changes and adjustments
Changes and adjustments are another crucial touchpoint in the employee lifecycle that significantly shapes the dynamics between employees and the company.
This touchpoint looks at the phases in which employees are confronted with changes – be it in their roles, their tasks or the overall structure of the company.
It is a period that is often characterized by uncertainty and the need to adapt, as working conditions and requirements can change.
In addition to identifying and dealing with these changes, the way in which companies react to them also plays a decisive role.
Effective communication, transparent processes and targeted support from the company are essential to give employees the security and orientation they need.
Companies that approach these phases of change proactively and support their employees during the adjustment process not only create a positive working environment, but also strengthen the trust and loyalty of their workforce.
Dealing with changes and adjustments in the employee lifecycle is therefore a crucial aspect for long-term success and a stable employee relationship.
7th touchpoint: Exit management
The final touchpoint in the Employee Lifecycle is Exit Management, which deals with the process of employees leaving the company.
In this phase, the various aspects of an employee’s departure are managed, including the formal departure notification, the transfer of responsibilities and resources, and the conduct of exit interviews and feedback processes.
While an employee’s departure is often seen as an end point, it is also a valuable opportunity for the organization to gather valuable feedback and identify opportunities for improvement.
Ein effektives Austrittsmanagement ermöglicht es Unternehmen, wertvolle Erkenntnisse über Gründe für das Ausscheiden von Mitarbeitern zu gewinnen, potenzielle Problembereiche zu erkennen und gegebenenfalls Anpassungen vorzunehmen, um die Mitarbeiterbindung und Zufriedenheit langfristig zu verbessern.
In addition, exit management plays an important role in shaping the company’s reputation and employer brand.
Dealing with departing employees in a respectful and professional manner can help to maintain positive relationships with former employees and strengthen the company’s image as an attractive employer.
Overall, departure management is a crucial touchpoint in the employee lifecycle that not only ensures the smooth handling of employee departures, but also provides valuable insights and influences the company’s image.
Proactive and professional exit management is therefore essential for companies to ensure long-term success and a positive employee experience.
Conclusion: Long-term success through a positive employee experience
In this article, you have now learned about the 7 touchpoints of the employee lifecycle.
To summarize, understanding the touchpoints in the employee lifecycle is critical for any company seeking long-term success and a positive employee experience.
These critical touchpoints represent the different phases in which employees interact with the organization and are significantly influenced.
It is of great importance to know these touchpoints, as they provide valuable insights into the needs, expectations and challenges of employees.
By understanding the individual phases of the employee lifecycle, companies can take targeted measures to strengthen employee loyalty, increase employee satisfaction and ultimately improve the performance of the entire team.
In addition, knowing the touchpoints in the employee lifecycle enables companies to identify potential weaknesses and make targeted improvements.
This not only contributes to the long-term retention of employees, but also strengthens the company’s image as an attractive employer.
Overall, understanding the touchpoints in the employee lifecycle is an indispensable part of a successful HR strategy.
Companies that are aware of these key moments and act accordingly can build a motivated, committed and satisfied workforce in the long term – a decisive factor for sustainable success in a constantly changing business environment.
