We all know about the circle of life, but did you know about the circle of HR growth? It is a list of stages that employees going through in relation to HR’s role in them. Here’s the list:
The typical employee experiences five different stages during their employment with your business:
Let’s tackle them one by one.
Step 1: Recruitment
Hire slow, fire fast. The old adage is true because selecting the right people for your firm is critical to growth. Your HR department should have a strategic staffing plan, analyze compensation and benefits packages to ensure you’re competitive, and developing a well-taught interviewing protocol.
Step 2: Education
A new employee should understand their role, the expectations, and the company philosophy from Day 1. During this time it is important to communicate company values, train new hires fully, assign a coworker as a buddy and confidant, introduce the new employee to all staff members as well as the facility and its attributes.
Step 3: Motivation
Turnover is highest in the first ninety days, which is often due to a lack of motivation. Keep new hires engaged by offering reasons to stay motivated (carrot/stick), providing recognition for those who perform at a high level, and appreciation their contributions both in public and private ways.
Step 4: Evaluation
Giving managers and employees specific metrics to hit is critical to an employee’s life cycle at a company. Yearly evaluations are very important, serving as benchmarks to growth and satisfaction. Challenge employees during this time and give constructive feedback if necessary. Offer professional training opportunities during these conversations, where applicable, as well.
Step 5: Celebration
The best businesses find a way to call out employee achievements eagerly and often. Recognized your employees for their hard work with corporate communications, added benefits or increased compensation. It will go a long, long way toward your overall retention.
The End of the Cycle
“All cycles must come to an end–including HR life cycles. Sometimes it ends with retirement, leaving to return to school, leaving for more pay or better benefits, to tend to family responsibilities, or involuntary downsizing for economic or strategic reasons.
Investing the time to do termination right is just as important a part of the employee lifecycle as recruiting, training, or development.”