Concept: Employee Experience Cycle
Survey information can help enable you to support the development and retention of employees.
Peakon delivers detailed reports, containing segment data and focus area performance, together with a forecast of attrition risk for employees.
The Employee Experience Cycle
You can view Employee Experience Cycle reports under the Analysis tab.
The employee experience cycle has 4 distinct phases. Each phase contains segments that fall within the time frame of the phase. Updating your tenure segment time ranges can shift segments from 1 phase to another. It's not possible to change the time ranges of the experience cycle phases.
Phase | Description |
|---|---|
Onboarding (0-3 months) | Insights from this phase help you examine your onboarding initiatives to learn what works well and what needs improvement. |
Initial Development (3-24 months) | Employees typically have higher engagement during their first 2 years.
Insights from this phase help you understand which drivers have the most impact on employee engagement during this initial development period. |
Ongoing Development and Retention (24+ months) | Insights from this phase help you understand which drivers will prolong the development phase of employees. Focus areas help identify gaps and ensure continued engagement, high performance, and commitment to the organization. |
Termination (0-3 months before termination) | The termination phase captures employee survey responses during the final period of their employment.
Crucially, this phase provides insights into which drivers were most influential in employees’ decisions to leave. Proactively addressing these focus areas can help reduce future attrition. |
The WPEV Attrition Prediction model helps you understand potential attrition within each phase.
Employee Experience Cycle Reports
Each experience cycle report contains:
- Summary.
- Engagement score and NPS distribution: The engagement score and NPS distribution for each phase is the average score of all individual employees in the phase.
- Difference to benchmark: Difference to the company level engagement score, or the segment-level engagement score, depending on the context you're in.
- Number of employees in phase.
- Participation: Displays the number of employees who contributed a score within the visibility window. Note that the start or end of the visibility window for the context you're in might differ to that of the individual segments within the phase.
- Focus areas: Drivers that are above or below benchmark, enabling managers to focus on improving those drivers falling below the benchmark. These drivers aren't the same as focus areas and strengths on the dashboard.
- Segments in the phase: You can open included segments within each phase to open up the dashboard view of the segment. You can then clickView as segmentto access a more detailed view of the segment along with its comments, topics, and focus areas.
Analyzing Employee Phases
You can gather additional insights into the employee onboarding and off-boarding experience using targeted questions for new hires and leavers. You can use the onboarding phase report to understand if your new hires feel welcomed and if the onboarding process is working as it should.
Considerations
- 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.
- Employee Experience Cycle displays an empty state if you restrict the Tenure and Termination date attributes. Managers and administrators with access to restricted attributes can view the report with restricted data.