The Employee Journey: Building a Workplace People Love

“People will forget what you said, but they will never forget how you made them feel.” - Maya Angelou

An employee’s time with an organization is a continuous journey, not just a series of discrete steps. When managers recognize that each stage shapes employees' perceptions and influences their growth, they will take greater ownership of the entire employee experience. What impact will an exceptionally positive experience, from recruiting to exit, have on your organization's retention and recruitment?

Negative experiences have an outsized impact. People are three times more likely to share a bad experience than a positive one, and reputation spreads faster than ever.

Here’s how to optimize each stage of the employee lifecycle:

1. Attract

Recruiting isn’t just about filling roles, it’s about building a brand that attracts top talent. What makes your organization a place where people want to work? Is it a place of innovation, meaningful work, and inspiring leadership?

Forget foosball tables and free snacks. Candidates seek growth, purpose, and great colleagues. Build a company culture that delivers on these and share it with the world.

2. Hire

Hire exceptional talent. We’ve all heard the saying: A-players hire A-players, while B-players hire C-players. Prioritize A-players, especially in leadership, and create a hiring process that is efficient, positive, and seamless.

Remember: great candidates won’t wait. A disjointed, slow hiring process can drive them away. In fact, 49% of candidates have turned down offers due to a poor hiring experience (PwC). Don’t lose top talent to avoidable mistakes.

3. Onboard

Hiring is just the beginning. Onboarding sets the stage for an employee’s success and engagement. A well-structured process, clear expectations, and strong mentorship will help new hires thrive. Make onboarding more than just paperwork. It should be a warm welcome and a launchpad for long-term success.

4. Engage

Onboarding gets employees in the door; engagement keeps them invested. True integration means making employees feel valued, connected, and part of something bigger. People engage differently; some need mentorship, others need challenge. Great managers recognize and adapt to these needs to foster deep engagement.

5. Develop

Great companies don’t just hire talent, they invest in their growth. Exceptional managers actively seek ways to mentor and challenge employees. Top performers thrive when given impactful work that pushes them to the edge of their comfort zone. Providing opportunities for growth leads to higher engagement, innovation and retention.

6. Depart

Every employee will leave at some point, but how they leave matters. Whether through resignation, retirement, or layoffs, the exit experience has a lasting impact on company reputation and team morale. Even difficult departures should be handled with respect, fairness and transparency. Treat people well on the way out, and they’ll remain ambassadors for your brand.

Final Thoughts

The way you treat employees at every stage shapes whether they become advocates or critics of your company. A great employee experience goes beyond keeping people happy; it’s about building a workplace where people feel valued, have opportunities to grow, and are inspired to contribute to a shared purpose.

When you get this right, everyone wins.