A five-step process
There are five steps to mapping your employee experience: stages, moments, lenses, values, and actions. Below we’ve illustrated the stages you’ll find in the first step of the guide, along with the questions we’ll help you answer in the remaining four steps.
Candidates learn about your company, the role, and decide if it’s the right fit.
Consider: Are your values well represented in your company and employer brand?
Employees get the training and knowledge needed to settle into their roles.
Consider: Which key moments do they need to settle in their role and feel equipped for success?
Employees learn more about the company and what it stands for, leading them to greater motivation, commitment, and connection.
Consider: How do people with different backgrounds experience what your company stands for?
Employees receive feedback on how they’re doing and the tools and skills they need to grow.
Consider: Do your company values drive how feedback and development are implemented at your company?
Employees are evaluated for their performance and recognized for their achievements.
Consider: Does your performance process drive continuous growth, and is it managed with the employee experience in mind?
Employees depart the organization and go on to their next chapter.
Consider: Does your exit experience reflect your values?
Employees continue to cheer on the company from the sidelines.
Consider: Does your employee experience foster the likelihood of alumni referring your company to other candidates?
Take the next step
Map your employee experience. Using our guide, you’ll understand what matters most to your employees and create a process to go from empathy to lasting impact.