Setting people up to succeed by managing their employee journey

Employees have a journey in an organisation, starting from recruitment, and ending with attrition.

At the beginning of the journey, the employee’s needs and focus are centred around learning how things are done in the organisation and settling in, therefore their contribution is less than what they are capable of. Research shows that on average it takes an employee 6 months to learn about an organisation (the organisation’s operations, clients, client management approach, systems, etc). Once the employee is fully onboarded, they can then contribute to their full capabilities. The onboarding phase can be a ‘sink or swim’ approach or an organisation can deliberately facilitate a thought-through onboarding process, enabling the employee to learn quicker and have a sense that they matter.

Documented research shows that employees who feel valued become engaged. Engaged employees have an emotional commitment to an organisation. They go the extra mile, stretch themselves outside of their comfort zone, become brand ambassadors and do all these things because they want to, not because they must. In a nutshell, engaged employees create more value in an organisation than disengaged employees.

Source: David Green, Co-Author of Excellence in People Analytics

The above image is the Employee Lifetime Value showing the typical output/contribution an employee gives to an organisation from the beginning to their last day of employment. Employees start at zero output, and as they assimilate into an organisation, their output increases. When this journey is managed deliberately, leaders can set employees up for success and create an engaged workforce.