The Employee Life Cycle model has been around for a long time and can take various forms but generally consists of the following phases:

Recruitment and Selection
Orientation and Onboarding
Retention
Performance Management
Development
Separation

Taking a good, hard look at each phase of the model is a great checklist for managing your business and employee needs. The model can and should be used regardless of the size and complexity of your organization and can flex to changes in your business landscape. Each phase should be evaluated from top to bottom in great detail, keeping what works, eliminating what doesn’t and adding what you don’t have. For example, under Performance Management, processes such as employee appraisals, ranking/rating exercises, performance distribution, high and low performer identification, performance tracks for low performers, might be utilized. Forming employee groups to help in this phase ensures buy-in and aids in any subsequent workforce delivery communication. Take the time necessary during this vertical evaluation to arrive at process details for each phase. Most importantly, hold your leadership accountable to follow through on both the employee and business focus of the outcomes.

While each phase is rich in content, it is important to understand they work hand- in- hand to create the culture you desire. To ensure a solid foundation on which to build this model, you should start by evaluating and building a solid core consisting of your mission, values and vision. Make sure you take the time to do this right as these form the building blocks on which your culture will reside. This is a GREAT opportunity to leverage your organization as your market differentiator while branding yourself as an employer of choice. You want the buzz on the street to reflect all the good things you do in designing, developing and delivering the business results through your employees due to a robust, rich employee life cycle.

Rick Fuelling

Fuelling Associates

http://fuellingassociates.com/