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7 Stages For The Employee Life Cycle

Employee Life Cycle Stages in Startups.

The employee is the driving force behind work and the key to its accomplishments. They possess the ability to transform weaknesses into strengths. The companies that achieve remarkable growth and frequent triumphs are the ones that perceive employees as valuable investments rather than mere expenses.

How can we leverage the employee's life cycle in Startups?

The employee life cycle is a human resources (HR) model created to oversee and enhance an employee's professional journey. It commences when a prospective employee gains comprehensive knowledge about the company they aspire to work for and persists until their departure from the organization.

Why is the employee life cycle important?

The significance of the employee life cycle lies in its ability to compel organizations to assess and improve the employee's role throughout each stage of the company's operations. By providing a positive experience for employees, there is a higher likelihood of retaining them, resulting in reduced turnover and expenses associated with hiring new employees. Moreover, this positive experience contributes to enhanced productivity, prosperity, and growth for the company. Consequently, understanding and implementing the employee life cycle enables organizations to retain top-performing employees.

7 Stages of the employee life cycle, and the key skills an employee should possess in each stage:

1- Attraction Stage:
During this Stage, individuals who are interested in joining a company initiate the process of establishing a professional connection with the organization. The company begins by evaluating and assessing the skills and capabilities of the potential applicant, aiming to determine their suitability for the available position. At this stage, the applicant should possess sufficient skills related to their specialization, along with practical and scientific skills, such as strong communication skills that enable him to engage and convince the job interview panel of their competence. Additionally, companies, to attract qualified candidates, can implement a successful recruitment strategy, which may involve clearly outlining the job requirements and engaging with applicants in a transparent and courteous manner. According to research conducted by the BambooHR platform, a staggering 83% of employees reported negative experiences during the recruitment or onboarding process for new positions.

 2- Recruitment Stage:
This Stage encompasses a range of software applications that facilitate the company's ability to design and streamline the recruitment process, including applicant tracking, pre-employment screening, interview scheduling, and candidate follow-up. In the present day, various companies in the Kingdom offer a multitude of programs that simplify recruitment procedures and aid in attracting top-tier talent. In this stage, the applicant should also possess sufficient skills that qualify them for the job, such as time management skills, adaptability, collaboration, the ability to inspire others, initiative, and various other skills.

3- Onboarding Stage:
During this Stage, the employee has acknowledged the job offer and is now being equipped with the necessary tools to enhance their productivity and integration within the company. Additionally, the employee will familiarize themselves with the company's culture, identity, vision, and job responsibilities. In this stage, the employee should possess essential skills such as the ability to engage in dialogue with colleagues, openness to new ideas, flexibility, and the willingness to accept feedback. Additionally, they should have the skill to identify work problems and devise ideal solutions, as well as the ability to determine tasks and responsibilities.

4- Development Stage:
This Stage encompasses the growth of an employee's professional skills and knowledge, which involves performance evaluations and subsequent feedback. These elements aid in identifying the factors that drive the employee's motivation and assessing their performance in relation to their objectives. In this stage, the employee needs professional development skills and should have access to sufficient training tools, such as attending training courses, seminars, workshops, and staying updated on the latest developments in their field. This is because all companies today aim to enhance the personal brand of their employees, just as they do with their own business, to effectively engage with customers. According to Amber Hurdle, CEO of AHC, "Your team not only comprehends the company's brand, but also cultivates their own personal brand.

5- Retention Stage:
After successfully integrating an employee into the company and establishing a strong understanding of their role, the focus shifts to retaining the employee and facilitating their growth and support. Continuous evaluation and training become crucial aspects during this stage. Holding onto an experienced and knowledgeable employee, who possesses skills in communication, organization, and emotional intelligence, is far more advantageous than acquiring a new one. Consequently, the human resources department in companies implements various talent management programs aimed at identifying and promoting individuals with potential. While talent may win individual matches, it is the smart, experienced, and expert individual who ultimately emerges victorious in championships.

6- Separation Stage:
In advising companies, Mark Zuckerberg once emphasized the importance of treating employees well to prevent them from using company resources to search for new job opportunities. This situation arises when an employee decides to leave their current company due to offers from other companies or other personal reasons. Therefore, it is crucial for the human resources department to engage with the employee during this stage and understand the underlying reasons for their departure. If the employee remains determined to leave, the standard procedures and documentation for the employee's exit from the company should be followed. During this process, the department typically requests the employee's feedback regarding their work experiences and colleagues. This feedback assists in assessing the capabilities of all employees and contributes to the potential retention of the most skilled employee. Here, the employee should be aware of what it means to leave their current work environment. Before considering leaving, they must possess a sufficient set of skills, experiences, and courses because these are the things that will create numerous ideal job opportunities for them in any company.

7- Support Stage:
The final Stage of the employee life cycle emphasizes the importance of maintaining a positive relationship between the company and the departing employee. This is because a former employee who had a positive experience is likely to recommend the company to others, while an unhappy former employee can damage the company's reputation. Therefore, it is crucial for companies to strive for the best possible experience for their employees throughout their tenure. The employee should also build a professional record that is filled with work relationships and skills for continuous growth.

The employee life cycle holds significance as it contributes to talent retention, enhances the company's reputation, and facilitates employee adaptation to change. Additionally, if companies handle each stage of this cycle intelligently, it has the potential to transform the employee into an exceptional asset, leveraging their skills and talents. 

Lastly, as successful opportunities for companies are not accidental but rather deliberate choices, every company should treat a talented employee with the same level of care as they would their best customer. Elevatus conducted a study involving 600,000 individuals, which revealed that a talented person's productivity can exceed that of an average employee by a remarkable 400%.

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