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 using data from your Tenure and Separation date attributes. These phases are defined as Onboarding, Initial development, Ongoing development and retention, and Separation. The first three of these phases are related to an employee's tenure, while the last is related to employees leaving the organisation.
A detailed report, containing segment data and highlighted driver performance to focus on, is generated automatically for each phase within the Employee Experience Cycle.
Understanding the phases
Clicking on the "Employee Cycle" in the left menu will open up the overview page where an engagement graph and report for each phase is listed.
At the top of the page, you will see an average engagement chart. Hover over the chart to see how engagement changes over time.
Click on “View report” to open up the report for a specific phase
Note: reports will only be populated when there is enough data to show. For instance, a manager would only see scores for a particular report where there are enough employees within that report’s related segment/s. The report also takes into account data aggregation settings, which is set by the account administrator.
The report for each individual phase will contain the following:
- A list of highlighted drivers that are falling above or below the benchmark. Special focus should be placed on improving those drivers falling below the benchmark.
- A list of segments included in the phase. Click on these segments to open up the dashboard view from where you can click on the “View as segment” to access a more detailed view of the segment along with its comments, topics, and priorities.
- An average engagement score for the particular employee experience phase.
- The promoter, passive, detractor breakdown.
- The benchmark being applied (click on the true benchmark icon to see a breakdown)
- An aggregated participation rate information along with a list of employees that were surveyed and the score accuracy rate.
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.
Peakon uses the data from survey responses of employees with less than three months of tenure. This data is then aggregated and compiled into the overview and report.
The highlighted driver performance will show which drivers are above or below the benchmark, allowing you to focus on improving the onboarding experience of new starters.
The initial development phase best describes your employees who have 3-24 months 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.
Ongoing Development and Retention
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.
The separation phase captures employee survey responses during their last three months of employment at your organization.
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.
How to enable the Employee Experience Cycle
The employee experience cycle reports are available to customers on Peakon’s Business and Premier tiers.
The reports work in conjunction with the “Separation date” and “Tenure” attributes. For more information on how these attributes work, and the insights you stand to gain from using them, refer to the “Using the Separation date and Separation reason attributes” help center article.
Once these attributes have been set-up, your reports will populate automatically when there is enough data to show in the respective segments that feed into the reports.
The report for each phase is populated by any Tenure/Separation date segments that fall within the following date rages:
- Onboarding (Tenure): 0-3 MONTHS
- Initial development (Tenure): 3-24 MONTHS
- Ongoing development and retention (Tenure): 24+ MONTHS
- Separation (Separation date): 0-3 MONTHS before separation
When restricting the Tenure and Separation date attribute, the Employee Experience option will still show in the left menu. However, it will not be populated with data unless access to view restricted attributes has been granted in access control groups.
Using additional onboarding and offboarding open-ended questions
To gain additional insights into the onboarding and offboarding experience of your employees, Peakon recommends using the following open-ended questions.
Onboarding open-ended questions:
- As someone who has recently joined [company name], what aspects of our onboarding process worked well and what could we do better?
- Based on your recent experiences, do you have any feedback that could improve our recruitment process at [company name]?
- Considering the expectations you had about your role and [company name] before you started, how do you feel they've been met so far?
Target these questions to the "< 3 months after starting" or equivalent segment and set the question frequency to "Once" to ensure that these questions are only asked once to each employee in this segment.
Offboarding open-ended questions:
- Do you feel the responsibilities for your role changed since you were hired?
- Would you say that you had adequate resources to do your job to the best of your ability?
These questions focus on the employee’s expectation of the job description and the resources they had available to be effective in their role. Together they provide further insights into what could be improved to avoid future attrition and replace the need for exit surveys.
These questions are available by default to new Peakon customers. For existing customers, please get in touch with your Customer Success Manager who will be able to add these questions to your account including their translations.