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Seven Stages of an Employee Life Cycle

Even the most talented HR professionals find it challenging to balance the daily tasks and unexpected demands of the business and also have the time to proactively address the bigger issues. Learn how an HR assessment can help you.

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Even the most talented HR professionals find it challenging to balance the daily tasks and unexpected demands of the business and also have the time to proactively address the bigger issues. Learn how an HR assessment can help you.

As a CEO you should be patting yourself on the back—your company is seeing double-digit growth, you’ve successfully expanded markets, product lines and facilities, have happy customers and investors, which are all markers of success that business leaders dream of.  Yet there’s an anxiety that you just can’t shake and seems to be growing by the day—a “people” anxiety.  “Why is this?” you think…you just hit the 50-employee mark, you’re not some multi-national, Fortune 500 firm, isn’t that where CEOs have to worry about this stuff? Yet here you are, planning to double in size within the next 12-18 months and both you and your board of directors are asking:

  • Do we have the right HR practices, systems, expertise and resources to support both our current and projected growth strategies and workforce?
  • Do we need a full-time HR person now?
  • How do I ensure that we’re doing everything we can to retain our top performers?
  • Who’s keeping up with all the labor law changes and are we compliant at the 50-employee mark? What happens at the 100-employee mark?
  • Where do we start?

You’re not alone in having to confront these challenges—even the most talented HR professionals find it challenging to balance the daily tasks and unexpected demands of the business and also have the time to proactively address the bigger issues.

Whether you’re 50 employees or 500 employees, a comprehensive HR “health” assessment is a cost-effective, efficient way to begin the process of answering these questions.

Whether you’re 50 employees or 500 employees, a comprehensive HR “health” assessment is a cost-effective, efficient way to begin the process of answering these questions. At blumshapiro, our “Seven Stage Employee Life Cycle and Compliance” tool and review process ensures that business leaders, managers and HR teams have a complete picture of where their HR practices stand today and where they’ll need to be tomorrow, from attracting and hiring talent to developing and offboarding.  Areas of focus include:

Attract

Is your company in the best possible position to attract top talent and be an employer of choice? Attracting talent is about more than just being on the “best places to work” lists—today we are dealing with multi-dimensional social media influence. Think about your brand as an employer…what do you want people on the outside to say when asked “what do you think it is like to work there?”

Select

Companies see their best return on not only selecting the right candidates but in the efficiency in how they do so. Understand how long it takes you to make a hiring decision and why.  Look at where your best hires have come from and double down your investment in that job board or strategy.

On-board

Data shows us that in the first 90 days of employment, employees make decisions on how much effort they are going to put into a job and how long they are going to stay. This is a sweet spot of time where your investment in their experience will definitely see a return. The “on-boarding” strategy should start at the time of the offer through the first 90 days…meaning “orientation” is just one component of a solid on-boarding program.

Engage

Although “employee engagement” is becoming an antiquated term in the HR world, having employees that are jazzed up about coming to work and who feel pride in the work that they do are still going to have a positive impact on your bottom line. Look at your communication strategy and how you are recognizing above and beyond efforts.

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Develop

Development doesn’t always have to mean promotion. Often lateral opportunities can expose individuals to areas their current career track.  Think about project work and special events as opportunities for development.

Manage

The “culture of constant feedback” experiment has proven to not be what employees are looking for. Amazon and others who looked at illuminating performance reviews have since gone back to formal reviews in one form or another. There is a lot of good data put out there by performance review guru Marc Effron (“One Page Talent Manager”) about what the science tells us about performance reviews and where they add value. Don’t try to solve all problems via your performance review.  Keep it simple!

Off-board

Whether involuntary of voluntary, the way your organization handles employee departures can save you money and promote your employment brand. There are compliance components to this process in each state (in MA for example you have to give departing employees unemployment information even if they are going to another job). It is an important program for your company and often doesn’t get enough attention.

Our focus on these areas includes assessments of efficiency, employee experience and compliance, providing a solid foundation for the critical decision making that you’ll need to make your ever more critical HR function.  Improvements in just one area will save you money and improve your employee’s experience.

Our HR consulting team becomes a true partner for your business, working onsite with leadership, internal HR, and stakeholders in a highly collaborative way.  The outcome of our straightforward but comprehensive approach is a “red/yellow/green” report with observations, ideas and recommendations that you and your team can take away and consider.

Contact Amy Allen today to have a conversation on how we might be able to help with your “people” challenges and ensure the continued success of your business!

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