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
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. Note that these numbers will be shown according to the context that is selected in the left menu and the last survey date of the employees in that particular context. The latest round can be found at the top right corner of the report itself.
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.
2) Initial Development
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.
3) 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 the final period of their employment at your organisation, 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.
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 Marking users as leavers help centre 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 ranges:
- 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 targeting onboarding and offboarding questions to all new-starters and leavers, respectively.