Optimize the employee journey with employee journey research

Finding, retaining and engaging employees is essential in today’s job market. Creating true ambassadors and retaining valuable staff requires providing an optimal employee journey. The employee journey encompasses all the experiences, perceptions and expectations that employees have during their time with an organization. This process consists of three crucial parts: onboarding, development and offboarding.

Why Employee Journey Research?

Improving onboarding

With employee journey research, we can improve the onboarding of new employees so that they are introduced faster and better and feel right at home in the organization.

Tracking developments

We monitor developments that directly affect the daily work of employees so that we can make timely adjustments and respond to changes.

Reducing turnover

The survey helps us reduce employee turnover and gain valuable insights from employees who offboard.

Full insight into the Employee Journey:

Through the survey, we get a complete overview of the employee journey and identify key moments and touchpoints.

What do we do during an Employee Journey Survey?

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Preparation

Working with the organization, we determine which moments in the journey we want to improve and which pain points need to be addressed. We identify the relevant employee segments and determine who should be involved.

Folders

With a group of employees and internal stakeholders, such as HR, Recruitment and Communications, we map out the employee journey. We analyze the different phases, identify expectations and pain points, and devise improvements.

Measure

Based on the mapped employee journey, we formulate a questionnaire, which we then administer to employees who are in a specific moment of the journey. We usually use a monthly frequency, but can also adjust it to weekly or daily.

Improve

After a period of 6 months, we jointly discuss and analyze the results. We re-engage a group of employees to re-map the current employee journey and see if the pain points are still current.

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Do you also want inspired and more productive employees?

Discover our research and consulting solutions for Employee Experience Feedback.

Employee journey research in practice

The different stages in the Employee Journey highlighted:

Even before the onboarding phase starts, the employee journey begins. Because before any new employees can start working at your organization, they obviously need to get in touch with their new employer. The goal here is to attract candidates for open positions. This could be through social media, job websites or friends/family, for example. Potential new employees get a first impression of the organization, so make sure you present a good, realistic picture and are transparent about the terms of employment during the application process.

The onboarding phase of the employee journey is also known as the onboarding period. These first 90 days of employment are all about making sure the new employee gets used to the organization, enjoys himself and is productive for you as the employer. A common plan here is the “30 – 60 – 90 day principle. Read more about this plan below. Further, make sure there is room for mistakes and growth during onboarding. New employees are looking for recognition and appreciation. Of course, properly functioning resources such as a laptop are also a must, especially now that hybrid working is the norm in many organizations.

30-60-90 day plan:

In short, it involves making a plan for each period and embracing it with the new employee. After each period, you can evaluate with the new employee and make adjustments as needed.

Day 1-30: The first 30 days are all about learning about the company and job expectations and setting personal goals.

Day 31-60: After the first month, it is time for the new employee to show what he has learned by taking on new tasks.

Day 61-90: In the final period of the familiarization plan, review together what was learned and whether the goals were met. In addition, this is the time to look at long term and the future within the organization.

Once an employee is inducted, the development phase begins. This phase does not stop after a certain period of time, but ends when the employee leaves the organization. Paying attention to the individual development needs of each employee should be included in the strategy of every organization. In addition to this, there are a number of other factors that are considered by working people to be components that positively influence satisfaction:

  • The work-life balance
  • The collegial atmosphere
  • Cooperation with and help from colleagues
  • Confidence in the manager
  • Emotional and physical safety within the organization

An effective development phase helps retain employees and helps create a culture of growth and development within the organization.

Once employer and employee have decided to part ways, the offboarding phase begins. Good offboarding is just as important as good onboarding. After all, you want your departing employee to leave the organization as an ambassador. It is obviously very valuable when they talk positively about your organization to others. So support the leavers in their choice and make it known that they are missed. For example, a smooth offboarding consists of an exit interview and a personal farewell.

How is working Holland experiencing the entire journey? What are they positive about and what could be better? In our Employee Journey Experience report, read more about the changing employee journey due to labor market tightness and different employee needs and wants.

Integron’s Employee Journey Program

Integron’s employee journey program includes a structured approach to optimizing the employee journey:

Journey Mapping with Employees

We start by mapping the journey in close collaboration with employees, giving us a good understanding of their experiences and needs.

Continuous adjustment at crucial moments

We constantly monitor the employee journey and make adjustments at the crucial moments so that we are always responsive to the needs of employees.

Engaging employees and increasing loyalty

We actively involve employees in the improvement process, making them feel heard and valued, which contributes to their loyalty to the organization.

Insight and Improvement after 6 Months

After a period of 6 months, we gain insight into new components from the journey and improve where necessary to continue to ensure the optimal employee journey.

Getting started with an Employee Journey survey?

With our employee journey research, we ensure your employees have a great experience within your organization, resulting in higher satisfaction, engagement and loyalty. An optimized employee journey is key to creating a strong bond between employees and your organization, which in turn ensures better performance and long-term collaboration.

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