Employee Life Cycle Model

Understand the Roadmap of Your Work Journey with a Company


The employee life cycle model is an HR tool that allows you to identify and understand the different stages you will advance through in your career path with an organization. It provides a clear roadmap that boosts employee retention and keeps you engaged with your job.

 The employee life cycle model covers every important touchpoint you will have with your organization and assists you in staying in sync with your employer.

Every organization aims to keep its workforce for a long time because the cost of replacing an employee is enormous. According to Human Resources Executives, the average cost of replacing a worker is $15 000. However, with employee life cycle management, workers are assured of a wonderful experience with a firm right from the process of applying for the job until they exit the company. 

It offers you a consistent series of steps that cut across your entire career path with an organization and, in the same vein, provides you with an insight into what you need to do to reach the peak of your career. An HR life cycle allows your employers to harness your potentials and boost your experience in the process. According to Jag Randhawa, the author of The Bright idea Box, employees have an innate desire to make a meaningful contribution to something bigger than themselves.

Without further ado, we will discuss the employee life cycle model in this article, its roles in your work journey with an employer, and its different stages.

What is an employee life cycle model?


An employee life cycle model is an organizational model used in visualizing how you engage as an employee with a company you are a part of. It encompasses every phase of a worker’s experience within an organization. 

An employee life cycle model offers you a different engagement strategy for each phase you will undergo. Furthermore, the employee lifecycle management model aids companies in paying detailed attention to every phase of the employee work journey and deducing which stage is not effective as it should be.

For instance, an organization could have a fantastic recruitment strategy and still have high employee turnover rates. In such a scenario, an employee life cycle model will aid the management team in developing a better employee retention strategy. 

Again, using the employee life cycle model in an organization helps establish the conviction in the workers’ minds that a delightful employee experience is held in high esteem by the company’s management team.


Benefits of employee life cycle model

  • Better talent retention: your employer is assured of reduced turnover issues.
  • Improved reputation: organizations have opportunities of recruiting more new talents and achieve a committed and dedicated workforce.


Phases in the employee life cycle model


We will discuss the different phases you will experience in your work journey with a company.

Phase 1

Attraction: This is your first-time encounter with a company. Here, you come across a job opening in an organization through advertisement or research on sites like Linkedln, and you eventually decide to apply for the job offer.

Phase 2

Recruitment: After the vacant job opening advertisement, the company aims to select the best candidates from the pool of applicants. Initial screening and job interviews will be conducted. After this, the successful applicants are contacted.

Phase 3

Onboarding: The onboarding stage is the basis of your working relationship with your company. However, it is always kick-started with pre-boarding, where you are expected to append your signature on the employment letter. Pre-boarding activities help you stay in touch with your employer ahead of your official resumption. 

Pre-boarding activities include sending you the relevant information about the organization, adding you to the Whatsapp group of the company, and an invitation to the company’s events. On your first day, the onboarding process begins, and you start having an impression of your new company. 

Onboarding is an exercise conducted to introduce you to the culture and activities of the company. It allows you to know the business goals and vision of your organization. 

According to Gallup, 88% of global organizations do not onboard properly and thus making their employees experience a poor onboarding process, resulting in high turnover rates. Organizations can leverage onboarding tools such as introdus, employee onboarding software to onboard their new hires and boost their capacities to come to speed.

Phase 4

Development: In this stage, and the professional skills you need to perform effectively on the job are honed. By doing this, you are offered a future career path in the company. You need to leverage external learning and assess knowledge and skills with other team members to ensure effective collaboration. 

Employers should encourage their new hires to be responsible for their development. Doing this will spur them to go the extra length in their development.  However, they should create an enabling environment for them to thrive and reward mechanisms for motivating them.

Phase 5

Retention: This is a sequel to talent development, and it aims to earn your long-term commitment and dedication to the company. Measures are put in place to improve your job satisfaction. Factors that enhance employee retention include;

  • Cultivation of excellent working relationships with your team members
  • Effective communication among the workforce
  • Entertaining the feedback of the employees and gauging the team morale regularly.
  • Motivation of employees

Phase 6

Separation (offboarding): This is the concluding phase of the employee life cycle model. The truth is, no matter your length of stay in a company, there will be a day that you will formally depart from your employer. 

Offboarding is equally as important as employee onboarding as it maintains the cordial relationship between you and your employer when you quit. Also, it is a delicate exercise that should be done painstakingly to safeguard an organization against security breaches. According to Currentwave, only 29% of global firms have a formal offboarding process.


How to go about the formal separation between you and your company


  • There should be an understanding of the reason behind your resignation
  • Give your sincere feedback on your experience with the company
  • Stay positive throughout the entire process
  • Endeavor to return every company’s asset in your custody and help groom your successor to avoid an operational vacuum that could arise by your departure.

In conclusion, the employee life cycle model is a vital tool that provides workers with an overview and plan for each phase of their journey with the company. Hence the onus is on the management team to provide for their employees the proper insight to navigate each phase of their work journey successfully.

Implement an Effective Employee Life Cycle Model with the Right Pre & Onboarding tool.


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