Understanding the engagement of your employees throughout their tenure at your company is an important step for improving onboarding initiatives, while supporting the ongoing development and retention of employees. Peakon data shows that the employee experience cycle can be mapped into four distinct phases. Peakon uses the employee profile data to provide an overview of each phase.
A detailed report, containing segment data and highlighted driver performance to focus on, is generated automatically, together with a forecast of attrition risk for employees in each phase.
Check out our report: The Four Phases of Employee Experience.
This article will cover:
How the experience cycle works
The employee experience involves so many different interactions and touchpoints across your business. When you start to visualize the journey an employee takes from the day they join, right through to the day they leave, it is easier to appreciate how their needs evolve.
When you break down the employee journey into clear stages, it becomes much simpler to identify the processes that need improving, as well as who is responsible for them within your organization.
Peakon data shows that the employee experience cycle can be mapped into four distinct phases using the employee profile information about tenure and separation date. These phases are defined as:
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Onboarding (0-3 months) |
The onboarding phase best describes your new employees’ onboarding experience upon starting at your organization. Insights from this phase help you understand your onboarding initiatives to learn what is working well and what needs to be improved. |
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Initial Development (3-24 months) |
The initial development phase best describes your employees who have 3-24 months of tenure in your organization. Employees typically have higher engagement during their first two years of tenure. Insights from this report will help you understand which drivers have the most impact on employee engagement during this initial development period of employment. |
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Ongoing Development and Retention (24+ months) |
Once employees pass the 24 months of employment mark in your organization, they will be added to the Ongoing Development and Retention phase. Insights from this phase help you understand which drivers will prolong the development phase of employees. Focusing on the priorities identified in this phase will ensure continued engagement, high performance, and commitment to the organization. |
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Separation (0-3 months before separation) |
The separation phase captures employee survey responses during the final period of their employment at your organization, depending on the time range chosen by the Peakon administrator. Crucially, this phase provides insights into which drivers were most influential in employees’ decisions to leave your organization. Proactively addressing these priorities can help reduce attrition going forward. |
For the Employee Experience Cycle to map applicable segments to a tenure range, ensure that any customization of the tenure ranges still falls within the above ranges. Example: If you change the segments originally within the 3-24 month interval into 3-6 months, 6-12 months, and 12-24 months, all segments still fit the interval. However, if you change the last segment to 18-36 months, the Employee Experience Cycle can't map the segment to any applicable interval. If changing the tenure ranges, we recommend also considering the impact this will have on the Attrition Prediction model (see Understanding Peakon's Attrition Prediction model).
A detailed report, containing segment data and highlighted driver performance to focus on, is generated automatically for each phase within the Employee Experience Cycle. See Analyzing your employee experience cycle reports for more information.
Once the phases are configured and start populating, Peakon’s Attrition Prediction model starts running to understand potential attrition within each phase. See Understanding Peakon's Attrition Prediction model for more details around the model.
Configuring your employee experience cycle
You can view Employee Experience Cycle reports under the Analysis tab.
In order for the reports to be populated, these attributes must be set up and start collecting employee data via HRIS integrations or by uploading the data into the employee profiles in Peakon:
- Tenure
- Separation date and reason
The reports will still generate even if you have renamed the standard naming for Tenure / Separation date attributes.
Renaming or editing the attributes
If you have removed the standard Tenure / Separation date attributes and have created new ones manually, please reach out to your Customer Success Consultant to map your newly created attributes to the default Tenure and Separation attributes used by this feature.
Once these attributes have been configured, the experience cycle reports will populate automatically when there is enough data to show in the respective segments that feed into the reports.
Restricted attributes
When restricting the Tenure and Separation date attribute, the employee experience cycle page will still show as an option. However, the page will not be populated with data unless access to view restricted attributes has been granted for the user in question, within the access control group settings. See About Access Controls and how they work for more information.
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