What is Employee Journey Map and How to Create One
If you’re like most HR professionals, you’re always looking for new and innovative ways to improve your department’s effectiveness. One way to do that is by creating an employee journey map.
But what is an employee journey map, exactly? And more importantly, how can you create one yourself? Read on to find out!
What is an Employee journey map?
An employee journey map is a tool that helps you visualize the different steps your employees take as they move through their careers. By mapping out these steps, you can identify areas where there might be pain points or opportunities for improvement. It gives you a solid foundation from which to build any HR changes.
The employee journey is filled with pivotal moments and experiences that have long-lasting impact on employees’ perception of their workplace.
Creating an employee journey map can be a helpful exercise for any organization, but it’s especially important for companies that are going through a period of change. That’s because it can help you identify where employees might need extra support – or where they might need more motivation.
What are the benefits of employee journey map?
An employee journey mapping can be a helpful way to:
Understand what your employees are going through
Creating an employee journey map can help you get into the mind of the employees and understand the employees’ feelings – what they need and what they want. It can be helpful in creating policies or making changes that will reduce the employee turnover rate.
Make sure employees are aware of company values
Another benefit of using an employee journey map is that it can help ensure that employees are aware of company values. By mapping out the different steps that your employees take, you can identify areas where these values are not being communicated or where they might be at risk of being forgotten. It will enable you to change how they are communicated to employees, which will improve employee satisfaction, decrease your turnover rate and improve your overall HR metrics.
Increase employee engagement
Knowing the steps your employees take can help you identify ways to increase employee ongoing engagement. For example, you might find that there are key moments when employees feel disengaged or disconnected from their work. By addressing these issues, you can boost employee morale.
Improve communication and collaboration between departments
The visualization of the employee journey makes sense for streamlining the workflow between departments. You can do this by getting everyone on the same page and having a clear understanding of employee roles and experience across teams. This way, you can avoid duplicate work, confusion, and frustration.
Find opportunities for process improvement
A journey map can be helpful for identifying any areas in which your employees may have difficulty. It could involve anything from employee onboarding experience to performance management. In this way, you can make changes that will enhance the entire employee experience and the overall performance of your team.
The 7 steps for creating an effective employee journey map
There are a few different ways to create an employee journey map, but the most important thing is to make sure that you involve your employees in the process. After all, they’re the ones who are actually experiencing the journey!
#1 Recruitment and sourcing
Recruiting is the beginning of every employee’s journey.
Whether it’s your website, job ad, LinkedIn profile, or the way you answer the phone, every interaction you have with a potential employee is an opportunity to make a good impression. If your website serves as the main recruiting channel, it’s essential to prioritize a seamless and compliant user experience. Using the best cookie consent software not only ensures regulatory compliance but also sets a positive tone for candidates from the moment they land on your page, enhancing their overall journey with your company. Make sure you’re putting your best foot forward.
Make the process simple and straightforward, ask employees whether the application form was too long, too detailed, etc. Did they encounter any problems? Are candidates aware of their status, on whether they’ll get a job interview?
You’re busy, right? Even though, stand out from the competition and don’t cut off contact with the candidate – let them know even if they don’t get the job.
A quick reminder! You can create a recruitment portal on Sloneek – with open positions, and descriptions, integrated with employee files and checklists. Get more organized and show yourself as a forward-thinking company.
#2 Preboarding
Employee preboarding is the term used for the period of time between when an offer is accepted and an employee’s first day.
This is a crucial time for setting expectations and building relationships. Stay in touch with your new hire and provide them with all the information they need to feel prepared for their first day.
Nevertheless, don’t overuse this time. They could be starting in weeks or even months – and want to take advantage of this time to cut off from duties. They might decide to spend their time relaxing at home with Netflix or going on a hike along nearby nature trails.
Refrain from bombarding them with information that isn’t necessary at this moment. Onboarding will give you the opportunity to provide them with all the information they need.
#3 Onboarding
The first few weeks of a new job are crucial for setting the tone for the rest of an employee’s time with the company.
The onboarding process is critical to setting your future employees up for success. They’re trying to learn about the company, the culture, their colleagues, and their role. Make sure you have a plan in place to help them settle in quickly and smoothly.
A good onboarding experience will help your new hires feel welcomed, supported, and prepared to do their best work.
Automate the employee onboarding process to ensure that your company and team are ready to welcome the new member. Consider tools such as Sloneek which allow you to manage the HR process effectively and stay on top of the employees’ status at all times.
Send the user a link to the application so that they can fill in their personal information and attach documents. Clear and simple. No emails, no folders.
#4 Learning and development
Once your employees are settled into their roles, it’s important to continue supporting their development.
Learning and development opportunities help employees grow in their careers and feel more engaged with their work. Encourage them to take advantage of learning opportunities, whether it’s attending a conference, taking an online course, or reading industry news.
If you ignore this step, a lack of career advancement might cause them to look elsewhere for opportunities to develop their skills. Identify areas where they need more support or recognition – and make sure you’re providing it.
The most important thing is to keep the employee communications channels open, so they feel comfortable coming to you with questions or concerns. By investing in their development, you’re showing them that you value their growth and are committed to helping them succeed in their careers.
#5 Performance and education planning
Part of this journey’s step is performance review and planning, where you sit down with each employee and discuss their goals for the coming year. What do they want to achieve? What skills do they need to develop? What education or training opportunities do they need to get there?
This is also a good time to talk about their professional career aspirations and how you can help them get there. By taking the time to invest in your employees’ development, you’re showing them that you’re committed to their success.
And don’t forget to check in regularly! These conversations should be ongoing, not just a one-time thing. Employees’ needs and goals change over time, so it’s important to keep the lines of communication open.
#6 Rewards and recognition
It’s important to recognize and reward employees for their hard work and achievements. Show your appreciation for their contributions to the company, whether it’s with a bonus, a raise, or simply a thank-you note.
Make sure you’re providing performance feedback regularly, so employees know what they’re doing well and where they can improve. And when they make a mistake, help them learn from it and move on.
A healthy mix of positive and constructive pieces of feedback will help employees feel motivated and appreciated.
#7 Retention
After all this, you don’t want to lose your best employees!
Employee retention is key to maintaining a strong workforce. Keep your employees happy and engaged by offering competitive salaries, opportunities for advancement, and a positive work-life balance.
Make sure you’re regularly checking in with employees to see how they’re doing and if there’s anything you can do to support them. And remember – the employee journey doesn’t end with the offboarding process. Stay in touch with former employees and let them know you’re still interested in their career development.
By investing in your employee’s journey, you’re making an investment in your company’s future.
Tips for creating an effective employee journey map
Where should you begin when creating an employee journey map? A positive employee experience begins with a clear plan. Here are some important guidelines to ensure you have the right one in place and give your employees what they deserve from start-to-finish on their path at work.
Begin with the end in mind
Start by picturing what a successful experience looks like for your employees. What does their ideal employee journey look like? How do they feel at each stage? This will help you create a plan that meets their needs and leads to the desired outcome.
Include all touchpoints
Think about every interaction your employees have with your company, from their very first day to their last. Consider their onboarding experience, how they’re trained and developed, how you recognize and reward them, and what happens when they leave the organization.
Make it employee-centric
Your employee journey map should be designed around your employees, not your company. Put yourself in their shoes and consider what they need and want at each stage. By understanding the perspective of employees, you can create a journey that meets their needs and leads to a positive experience.
Keep it simple
Don’t try to cram too much into your employee journey map. Keep it simple and focused on the most important elements. You can always add more detail later if needed.
Test and revise
Once you’ve created your employee journey map, put it to the test. See how it works in practice and make adjustments as needed. Be sure to get feedback from employees so you can continue to improve the experience.
To sum up
So there you have it – a complete guide and everything you need to know about employee journey mapping. They’re a great way to get an overview of your employees’ experience, and can help you identify areas for improvement.
Do you want to manage the employee mapping process and human resources in a fun and easy way? You should definitely give Sloneek a try to see how it can help you and your team.
Employee Journey Map – frequently asked questions
What is an Employee Journey Map and what are its purposes?
An employee journey map is a visualization of the steps your employees take – from their very first interaction with your company, to their eventual exit. It’s a way of mapping out and understanding every touchpoint an employee has with your business to optimize their experience. While you may think you know your employee’s experience, it’s always best to ask them directly – through surveys, interviews, webinars, or focus groups – to get an accurate picture.
What are the benefits of having an Employee Journey Map?
To start with, an employee journey map can help you identify problem areas in your employees’ experience. It can also help you see where there are opportunities to improve their experience. By understanding the steps your employees take and how they feel at each stage, you can make changes to improve their overall satisfaction and engagement with your company. Furthermore, it may be helpful for succession planning – understanding where your employees are in their journey can help you identify potential leaders for the future.
What are some of the challenges you may face while creating an Employee Journey Map?
First of all, you have to be honest with yourself. It can be difficult to face up to the fact that there may be problems in your employee experience. However, if you want to improve it, you need to be willing to face those challenges head-on. Additionally, creating an employee journey map takes time and effort – it’s not something that can be done overnight. Finally, it’s important to get buy-in from all levels of your organization – from the C-suite to front-line employees. Without everyone on board, it will be difficult to make changes based on your findings.
How can you make sure that your Employee Journey Map is effective and useful?
Think about collaborative efforts – who will be involved in creating the map? How will you go about gathering data? What tools will you use to visualize the data? Remember, an employee journey map is only as good as the data it’s based on. Make sure that your data is reliable and representative of your employees’ experiences. Consider how you will use the map once it’s completed. What changes will you make based on what you find? How will you communicate those changes to your employees? By thinking about these things ahead of time, you can ensure that your employee journey map is a valuable tool for improving your employees’ experience.
Should your employees be involved in creating an Employee Journey Map?
Absolutely! As we mentioned before, your employees are the ones who have direct experience with your company. They’re the best source of information about their own experiences. Furthermore, involving employees in the process can help to build buy-in and commitment to making changes based on the findings of the map.
