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How To Do Employee Mapping In 2024? | SurveySparrow

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/_next/image/?url=https%3A%2F%2Fsurveysparrow.com%2Fwp-content%2Fuploads%2F2020%2F07%2FKate-100x100.jpg&amp;w=2048&amp;q=75 2048w, /_next/image/?url=https%3A%2F%2Fsurveysparrow.com%2Fwp-content%2Fuploads%2F2020%2F07%2FKate-100x100.jpg&amp;w=3840&amp;q=75 3840w" src="/_next/image/?url=https%3A%2F%2Fsurveysparrow.com%2Fwp-content%2Fuploads%2F2020%2F07%2FKate-100x100.jpg&amp;w=3840&amp;q=75"/></div><div class="ml-4 flex flex-col sm:flex-row md:ml-5"><p class="mr-4 text-sm font-medium md:font-normal md:text-zinc-500">Kate Williams</p><p class="mr-4 text-sm text-zinc-500">Last Updated: <!-- -->14 May 2024</p><p class="text-sm text-zinc-500">17 min read</p></div></div></div><picture><source media="(min-width: 768px)" srcSet="/_next/image/?url=https%3A%2F%2Fsurveysparrow.com%2Fwp-content%2Fuploads%2F2021%2F09%2FHow-to-create-an-employee-mapping-in-2021.png&amp;w=1920&amp;q=75 1x, /_next/image/?url=https%3A%2F%2Fsurveysparrow.com%2Fwp-content%2Fuploads%2F2021%2F09%2FHow-to-create-an-employee-mapping-in-2021.png&amp;w=3840&amp;q=75 2x"/><source srcSet="/_next/image/?url=https%3A%2F%2Fstatic.surveysparrow.com%2Fsite%2Fassets%2Ftemplates%2Fgrey-placeholder-v2.png&amp;w=1920&amp;q=70 1x, /_next/image/?url=https%3A%2F%2Fstatic.surveysparrow.com%2Fsite%2Fassets%2Ftemplates%2Fgrey-placeholder-v2.png&amp;w=3840&amp;q=70 2x"/><img loading="eager" width="1536" height="922" decoding="async" style="color:transparent" src="/_next/image/?url=https%3A%2F%2Fstatic.surveysparrow.com%2Fsite%2Fassets%2Ftemplates%2Fgrey-placeholder-v2.png&amp;w=3840&amp;q=70" placeholder="blur" alt="How To Do Employee Mapping In 2024?" title="How To Do Employee Mapping In 2024?" class="hidden rounded-xl object-cover md:block xl:mx-auto xl:max-w-6xl"/></picture></div></section><!--$--><div class="font-inter container flex w-full items-stretch justify-center py-10 max-md:pt-3.5 xl:mx-auto xl:max-w-screen-2xl xl:px-[2.5%] xl:pb-20 xl:pt-12"><div class="relative hidden w-64 xl:block xl:min-w-80 xl:max-w-80"><div class="sticky top-[100px] w-full"><p class="mb-4 ml-1.5 mr-4 mt-9 font-poppins text-base font-semibold uppercase text-zinc-500">Table Of Contents</p><div class="prose prose-a:flex prose-a:border-l prose-a:border-gray-200 prose-a:py-2 prose-a:text-zinc-600 prose-a:no-underline prose-a:transition-all prose-a:duration-300 prose-a:ease-in-out prose-ul:!list-none prose-ul:!ps-1 prose-li:m-0 prose-li:p-0 prose-li:text-sm prose-li:font-normal prose-li:leading-normal prose-li:text-zinc-600 hover:prose-a:!border-zinc-500 hover:prose-a:bg-neutral-100 hover:prose-li:bg-neutral-100 [&amp;&gt;div&gt;ul&gt;.main-item&gt;a&gt;.text]:ml-4 [&amp;&gt;div&gt;ul&gt;.main-item&gt;a]:border-gray-200 [&amp;&gt;div&gt;ul&gt;.main-item]:!bg-white [&amp;&gt;div&gt;ul&gt;li&gt;a&gt;.text]:ml-6 [&amp;&gt;div&gt;ul&gt;li&gt;a&gt;.text]:break-words lg:[&amp;_.active&gt;a]:border-[#63686f] lg:[&amp;_.active]:bg-neutral-100"><div id="blog-foating-menus"> <ul class="nav"> <li class="main-item"> <a href="#id1"> <div class="icon"></div> <div class="text">How To Do Employee Mapping In 2021?</div> </a> </li> <li class="sub-item"> <a href="#section1"> <div class="icon"></div> <div class="text">Understanding Employee Journey</div> </a> </li> <li class="sub-item"> <a href="#section2"> <div class="icon"></div> <div class="text">What is Employee Journey Mapping?</div> </a> </li> <li class="sub-item"> <a href="#section3"> <div class="icon"></div> <div class="text">Different Stages Of Employee Journey Mapping</div> </a> </li> <li class="sub-item"> <a href="#section4"> <div class="icon"></div> <div class="text">How To Create An Employee Journey Map?</div> </a> </li> <li class="sub-item"> <a href="#section5"> <div class="icon"></div> <div class="text">Free Sample Employee Journey Map Template</div> </a> </li> </ul> </div></div></div></div><div class="flex w-full flex-col xl:w-[70%]" id="blog-content"><div id="blog-rich-text-content" class="prose prose-headings:font-medium prose-headings:leading-snug prose-headings:text-zinc-800 prose-h2:mb-5 prose-h2:mt-10 prose-h2:scroll-mt-20 prose-h2:text-4xl prose-h2:!font-semibold prose-h2:!leading-snug prose-h3:mb-3 prose-h3:mt-7 prose-h3:scroll-mt-20 prose-h3:text-3xl prose-h4:mb-1.5 prose-h4:mt-4 prose-h4:text-2xl prose-h6:mb-1.5 prose-h6:text-base prose-p:mb-4 prose-p:text-base prose-p:font-normal prose-p:!leading-loose prose-p:text-black prose-a:text-black prose-a:underline prose-a:decoration-primary prose-a:transition-all prose-a:duration-500 prose-a:ease-in-out prose-blockquote:mb-10 prose-blockquote:mt-20 prose-blockquote:border-none prose-blockquote:pl-4 prose-blockquote:font-medium prose-blockquote:text-zinc-800 prose-figure:!w-full prose-strong:font-medium prose-pre:text-white prose-ul:mb-5 prose-ul:marker:text-lg prose-li:my-0 prose-li:ml-9 prose-li:pb-3.5 prose-li:pt-2 prose-li:text-base prose-li:font-normal prose-li:!leading-loose prose-li:text-black prose-table:mx-auto prose-table:my-8 prose-table:block prose-table:max-w-fit prose-table:overflow-auto prose-table:text-center prose-thead:bg-[#04bf741a] prose-tr:align-middle prose-th:border prose-th:border-slate-300 prose-th:p-4 prose-th:text-center prose-th:align-middle prose-th:text-lg prose-th:font-normal prose-th:leading-tight prose-th:text-black prose-td:border prose-td:border-slate-300 prose-td:p-4 prose-td:align-middle prose-td:text-lg prose-img:max-w-full hover:prose-a:bg-primary hover:prose-a:text-white max-lg:prose-ol:pl-0 max-lg:prose-ul:pl-0 md:prose-h6:text-xl md:prose-p:text-lg md:prose-blockquote:pl-0 md:prose-li:text-lg xl:prose-h2:scroll-mt-24 xl:prose-h3:scroll-mt-24 w-full max-lg:min-w-full sm:px-[3.5%] lg:min-w-full [&amp;&gt;.ss-blog-content-share&gt;div:first-of-type]:rounded [&amp;&gt;.ss-blog-content-share&gt;div:first-of-type]:bg-white [&amp;&gt;.ss-blog-content-share&gt;div:first-of-type]:px-16 [&amp;&gt;.ss-blog-content-share&gt;div:first-of-type]:py-11 [&amp;&gt;.ss-blog-content-share]:my-14 [&amp;&gt;.ss-blog-content-share]:rounded [&amp;&gt;.ss-blog-content-share]:bg-sky-100 [&amp;&gt;.ss-blog-content-share]:p-2 [&amp;&gt;blockquote&gt;p:first-of-type::before]:absolute [&amp;&gt;blockquote&gt;p:first-of-type::before]:-left-2.5 [&amp;&gt;blockquote&gt;p:first-of-type::before]:-top-36 [&amp;&gt;blockquote&gt;p:first-of-type::before]:font-[&#x27;serif&#x27;] [&amp;&gt;blockquote&gt;p:first-of-type::before]:text-[18rem] [&amp;&gt;blockquote&gt;p:first-of-type::before]:not-italic [&amp;&gt;blockquote&gt;p:first-of-type::before]:text-black/5 [&amp;&gt;blockquote&gt;p:first-of-type::before]:content-[&#x27;“&#x27;] [&amp;&gt;blockquote&gt;p:nth-child(1)]:relative [&amp;&gt;blockquote&gt;p]:mb-9 [&amp;&gt;blockquote&gt;p]:text-3xl [&amp;&gt;blockquote&gt;p]:font-normal [&amp;&gt;blockquote&gt;p]:!leading-normal sm:[&amp;&gt;blockquote&gt;p]:text-3xl [&amp;&gt;ol&gt;li&gt;b]:font-medium [&amp;&gt;ol&gt;li]:marker:text-black [&amp;&gt;p&gt;iframe]:mx-auto [&amp;&gt;p&gt;iframe]:max-w-full [&amp;&gt;p&gt;strong]:inline [&amp;&gt;p&gt;strong]:overflow-hidden [&amp;&gt;p&gt;strong]:font-semibold [&amp;&gt;pre&gt;strong]:text-white [&amp;&gt;ul&gt;li&gt;b]:font-medium [&amp;&gt;ul&gt;li]:marker:text-black"><p><span data-preserver-spaces="true">If you’re reading this article, it means you wish to focus on improving the employee experience, and you want to do that through mapping employee journeys. </span></p> <p><span data-preserver-spaces="true">Didn’t we get it right? </span></p> <p><span data-preserver-spaces="true">You wish to deliver the best experience to your employees, just like other organizations that consider employee experience one of the most crucial business functions. But if you really want to master employee experience, you need to listen to the employees as much as you can. </span></p> <p><span data-preserver-spaces="true">Unless you listen, you won’t know what an employee wants or expects from you. So, you and your HR team need to listen to employees at every step of their journey to make decisions that can improve their experience.</span></p> <p><span data-preserver-spaces="true">To listen and understand what your employees want or wish, you need to map their journey from the first day till the very last. And with no further ado, here’s a complete guide on how you can map out the entire employee journey in 2021.</span></p> <h2 id="section1"><span data-preserver-spaces="true">Understanding Employee Journey</span></h2> <p><span data-preserver-spaces="true">Do you remember your grandma’s stories from the good ol’ days? All accounts mostly had the same foundation, where ‘The Hero’ achieved outstanding success after going through hardships or battles. </span></p> <p><span data-preserver-spaces="true">The things that made the stories differently were slight changes in the plot. Either the character changed or some minor details, but it brought a new story altogether. </span></p> <p><span data-preserver-spaces="true">The concept of employee journey can be explained similarly. Every organization has a set framework on what their ideal employee is.</span></p> <p><span data-preserver-spaces="true"> This framework is put on them when new employees join, which gradually changes (with small things) along their journeys. </span></p> <p><span data-preserver-spaces="true">So, if employee journeys are tracked correctly, no two employees would have the same journeys.</span></p> <p><span data-preserver-spaces="true"> And that’s why it’s so crucial for businesses to track them. So, let’s now delve into employee mapping. Ready with your coffee?</span></p> <h2 id="section2"><span data-preserver-spaces="true">What is Employee Journey Mapping?</span></h2> <p><span data-preserver-spaces="true">To improve employee experience, organizations focus on knowing the employee journeys. The best way to do that is by employee mapping. And the best way to explain employee mapping is with maps! </span></p> <p><span data-preserver-spaces="true">Open a world map on your smartphone and select the country you live in. Now, select the state, city, area, street, and finally, your apartment or house number. That’s you right there! So, from the world map, we zoomed in till we could find your residence. </span></p> <p><span data-preserver-spaces="true">Organizations do the same to know about the journey of an employee.</span></p> <p><span data-preserver-spaces="true"> When someone joins them, an empty block is dedicated to him/her, which is constantly updated with information until this employee is at the organization. </span></p> <p><span data-preserver-spaces="true">And looking at the information on this block, your HR team can know all about the employee, his journey, experiences, and work. That’s the power of creating an employee journey map. </span></p> <p><span data-preserver-spaces="true">Apart from knowing the entire employee journey, such mapping helps organizations to prioritize resources, clarify roles, and identify crucial moments by mapping journeys to identify employee satisfaction levels. Employee journey mapping also allows you to:</span></p> <ul> <li><span data-preserver-spaces="true">Form a common organizational view on how to deliver the right employee experience.</span></li> </ul> <ul> <li><span data-preserver-spaces="true">Focus on the EX program that works best on employees’ common crucial moments. </span></li> </ul> <ul> <li><span data-preserver-spaces="true">Understanding employees on an emotional level to see what motivates them. </span></li> </ul> <ul> <li><span data-preserver-spaces="true">Developing employee-centric thinking and actions on an organization-wide level.</span></li> </ul> <ul> <li><span data-preserver-spaces="true">Appreciate employees when it matters the most for them. </span></li> </ul> <ul> <li><span data-preserver-spaces="true">Developing an ideal employee profile based on your organization’s culture and needs.</span></li> </ul> <h2 id="section3"><span data-preserver-spaces="true">Different Stages Of Employee Journey Mapping</span></h2> <p><span data-preserver-spaces="true">You now know what employee journey and employee journey mapping are. But what are the different stages of this mapping process? We’ll figure that out here. Feel free to use these stages based on your business requirements. Let’s start, then. </span></p> <h3><span data-preserver-spaces="true">Finding The Right Employee</span></h3> <p><span data-preserver-spaces="true">Believe it or not, the most common brand deteriorating mistake happens in this first employee mapping stage. From what we’ve seen, organizations either take the recruitment process too casually or too seriously. </span></p> <p><span data-preserver-spaces="true">Don’t get us wrong, being serious during recruitment is good, but what’s the point in copying Google’s 19.5 step interview process (19.5! Yeah, that’s right) for a job role that doesn’t need that? </span></p> <p><span data-preserver-spaces="true">The process of employee mapping starts from this stage. </span></p> <p><span data-preserver-spaces="true">The HR team should devise a process on how potential employees would find about the job role, how they’ll apply, how you’ll conduct the interviews, and how you’ll get back to them. With the decision?</span></p> <p><span data-preserver-spaces="true">We’ve all come across job postings were applying to it was a pain in the back. </span></p> <p><span data-preserver-spaces="true">Instead of asking for a resume and a few simple introductory questions, they conduct a mini-interview right in the application form! This makes the process long, longer than what the candidate hoped for, affecting their first impression of the organization.</span></p> <p><span data-preserver-spaces="true">Hopefully, your organization doesn’t have such an application process. </span></p> <p><span data-preserver-spaces="true">The best way to take corrective actions is to talk with your recently hired employees or go through the process yourself even if you have. This way, you and the HR team would exactly see where the problem lies, and tweaks can then be made. </span></p> <p><span data-preserver-spaces="true">As we mentioned at the start, keep the interview process based on your requirements. Anything more than what you need is a waste of time for your recruitment team and the candidate. </span></p> <h3><span data-preserver-spaces="true">The Package</span></h3> <p><span data-preserver-spaces="true">Once you’ve found the right candidate, discuss their salary and bonuses as quickly as you can. Don’t keep them in the dark for months, saying they’re selected but not discussing the salary package until a week before joining. </span></p> <p><span data-preserver-spaces="true">In the complete employee experience journey, this is one of the most crucial yet the most ignored step. As an organization looking to map the entire employee journey, this is where you need to be proactive. </span></p> <p><span data-preserver-spaces="true">Either be upfront about the overall package or make sure the selected candidate knows about it as early as possible. </span></p> <p><span data-preserver-spaces="true">Please don’t mistake giving less package just because the experience and culture in your organization are good. </span></p> <p><span data-preserver-spaces="true">Experience &amp; culture are different stories, one which the selected candidates would think about after getting an expected salary package. </span></p> <h3><span data-preserver-spaces="true">Pre-boarding</span></h3> <p><span data-preserver-spaces="true">Once you’ve selected candidates and they’ve accepted the salary package, the next step is the onboarding process. But before onboarding, there’s pre-boarding. Again, this can be part of the employee mapping process or left out depending on you and the HR team. </span></p> <p><span data-preserver-spaces="true">Our say would be to include this stage, albeit in a small manner, to give joiners the time and information to understand organizational goals, culture, and expectations. </span></p> <p><span data-preserver-spaces="true">As part of the employee mapping process, the least your teams should do is to give joiners a thorough guide on what their first day, week, month, and year would look like in the organization.</span></p> <p><span data-preserver-spaces="true"> And, if possible, take them out for a team lunch before their first day. This simple act would help relieve anxieties and bring excitement for their new job. </span></p> <h3><span data-preserver-spaces="true">First Day! </span></h3> <p><span data-preserver-spaces="true">The first day is as crucial as it can get for your employee experience process. In the entire employee mapping process, this stage is an integral part. </span></p> <p><span data-preserver-spaces="true">New joiners are already feeling nervous (even after a pre-boarding process) about their new job, office, meeting new colleagues, and working on new business goals. So seeing people staring at them, not knowing they’re new, won’t be a good start at all. </span></p> <p><a class="editor-rtfLink" href="https://www.shrm.org/ResourcesAndTools/hr-topics/employee-relations/Pages/2016-Job-Satisfaction-and-Engagement-Survey.aspx" target="_blank"><span data-preserver-spaces="true">70% of employees</span></a><span data-preserver-spaces="true"> wish to be empowered to succeed in an organization, and it all starts from day 1! Ask your recent joiners about their experience to get an idea of how things can be improved. </span></p> <p><span data-preserver-spaces="true">If you want employees to stay for long, the key is to keep evolving and mapping this stage. </span></p> <h3><span data-preserver-spaces="true">Growth Trajectory</span></h3> <p><span data-preserver-spaces="true">Employees, new or old, need to constantly learn and grow along with the organization. Unfortunately, we often see companies giving the right employee experience during the onboarding process but struggling to do that later in the employee journey. </span></p> <p><span data-preserver-spaces="true">This severely affects their employee experience levels, which is why this stage should be an essential part of any employee mapping process. </span></p> <p><span data-preserver-spaces="true">If employees are growing well, they’ll be dedicated to working on goals and will deliver results. The opposite is seen when employees get stagnant in the organization. They lose the motivation to keep gunning for goals and results.</span></p> <p><span data-preserver-spaces="true"> This hurts both the employees and the company, but that’s how it is. A </span><a class="editor-rtfLink" href="https://surveysparrow.com/blog/how-to-create-a-30-60-90-day-plan/" target="_blank"><span data-preserver-spaces="true">30, 60, 90-day plan</span></a><span data-preserver-spaces="true"> for employees would be a great place to start. But a detailed structure, with long-term planning, needs to be put in place if elevating their experience with your company is the goal. </span></p> <h3><span data-preserver-spaces="true">Engagement Level</span></h3> <p><span data-preserver-spaces="true">This is again a stage where organizations falter in the employee mapping process. Once the employees are settled well, the engagement level with them dives. </span></p> <p><span data-preserver-spaces="true">They are given their KPIs and projects while expecting results robotically. The only proper engagement that takes place during business hours is about work. What about employee engagement and their wellness? </span></p> <p><span data-preserver-spaces="true">Why does that take a back seat? </span></p> <p><span data-preserver-spaces="true">A</span><a class="editor-rtfLink" href="https://surveysparrow.com/360-feedback-software/" target="_blank"><span data-preserver-spaces="true"> 360-degree assessment tool</span></a><span data-preserver-spaces="true"> is a must for organizations to keep the employee experience and engagement levels right. </span></p> <h3><span data-preserver-spaces="true">Performance Review</span></h3> <p><span data-preserver-spaces="true">From our experience of building a healthy work environment, we’ve observed that performance reviews are the most crucial step in the employee mapping. This is because every employee’s motivation and work ethic depends on what their manager and leaders think about their recent them and their work. </span></p> <p><span data-preserver-spaces="true">Every employee’s reaction and performance review reports should be properly mapped, and based on that, actions should be taken. </span></p> <p><span data-preserver-spaces="true">As mentioned, a 360-degree assessment tool would do well in generating reports based on employee surveys that’ll help companies upgrade their EX programs. </span></p> <p><span data-preserver-spaces="true">Here are a few questions your HR team should ask themselves before conducting a performance review: </span></p> <ul> <li><span data-preserver-spaces="true">Who would all give feedback during the performance review?</span></li> </ul> <ul> <li><span data-preserver-spaces="true">What kind of feedback would they receive? How detailed would that be?</span></li> </ul> <ul> <li><span data-preserver-spaces="true">Are these performance reviews happening once a year or every quarter?</span></li> </ul> <ul> <li><span data-preserver-spaces="true">Where can employees go for further feedback, guidance, or clarification?</span></li> </ul> <ul> <li><span data-preserver-spaces="true">For what work are they receiving feedback?</span></li> </ul> <ul> <li><span data-preserver-spaces="true">How can the overall performance review process be improved? </span></li> </ul> <h3><span data-preserver-spaces="true">Recognition &amp; Rewards</span></h3> <p><span data-preserver-spaces="true">If the employees have done well, don’t just appreciate them personally or over a performance review. Recognize them in front of everyone while also reward them. </span></p> <p><span data-preserver-spaces="true">Every employee wants to see something come out of their hard work. No, we aren’t just talking about a wallet or an Amazon gift card. Give recognition and rewards that get etched in their memories and motivate them to do better. Want ideas? </span><a class="editor-rtfLink" href="https://surveysparrow.com/blog/employee-appreciation-ideas/" target="_blank"><span data-preserver-spaces="true">Use this</span></a><span data-preserver-spaces="true">. </span></p> <h3><span data-preserver-spaces="true">New Roles</span></h3> <p><span data-preserver-spaces="true">What structure do you have in place for employees getting promotions? For example, are they talking to the ones who worked in that role, or do you have an additional onboarding process for that? </span></p> <p><span data-preserver-spaces="true">Organizations often miss out, but this stage should be included in the employee mapping process.</span></p> <p><span data-preserver-spaces="true"> Taking up a new role can be a daunting task if support and guidance are not given to employees, and that affects how satisfied they are with their employer? </span></p> <p><span data-preserver-spaces="true">The questions to outline and guide employees with are: </span></p> <ul> <li><span data-preserver-spaces="true">What are their additional responsibilities? </span></li> </ul> <ul> <li><span data-preserver-spaces="true">Where can they get mentorship from? </span></li> </ul> <ul> <li><span data-preserver-spaces="true">What is going to change in their day-to-day?</span></li> </ul> <ul> <li><span data-preserver-spaces="true">What exactly would their targets be? </span></li> </ul> <ul> <li><span data-preserver-spaces="true">How much time would they get to understand and adapt to the new role?</span></li> </ul> <p><span data-preserver-spaces="true">These are the crucial questions to ask and answer in the advancing phase of the employee journey mapping process.</span></p> <h3><span data-preserver-spaces="true">Future Planning </span></h3> <p><span data-preserver-spaces="true">Imagine this. </span></p> <p><span data-preserver-spaces="true">An employee who spent decades at an organization is now planning to retire. This employee has delivered whatever was expected from him. He has mentored young talents and overseen their growth. Now, how will an organization cope with the loss of this employee? </span></p> <p><span data-preserver-spaces="true">The scenario here could’ve also been of someone leaving a company for another role at another firm. Or an organization, unfortunately, need to cut back on staff. </span></p> <p><span data-preserver-spaces="true">Think it from your perspective, how will the remaining employees deal with such events? </span></p> <p><span data-preserver-spaces="true">If someone is retiring, leaving, or is getting fired, how would you want this information to pass on? Also, how easy is the moving-on process for someone who’s retiring, leaving, or fired? How are you handling it from your end? Is it warm and personal? </span></p> <p><span data-preserver-spaces="true">These questions need to be answered and kept as a part of your employee mapping process. </span></p> <p><span data-preserver-spaces="true">This is because every successful business succeeds when they stay ahead of the curve and plan for the future, not just in terms of revenue and growth, but for delivering the right employee experience to new and departing employees. </span></p> <h2 id="section4"><span data-preserver-spaces="true">How To Create An Employee Journey Map?</span></h2> <p><span data-preserver-spaces="true">To improve employee experience, the employee mapping process is pivotal. You can’t leave that and focus on improving the experience with just bonuses and a pleasant working environment. </span></p> <p><span data-preserver-spaces="true">Employees in 2021 expect more than that to stay satisfied. We’ve talked about the different stages where employee mapping can be done, but how to do that? This is one question that remains, and that’s what we’ll talk about here. </span></p> <p><span data-preserver-spaces="true">So with no further ado, time to let the cat out of the bag and discuss the 6-step process to creating an employee journey map. </span></p> <h3><span data-preserver-spaces="true">#1 Build Personas</span></h3> <p><span data-preserver-spaces="true">The first step starts with dividing your employees into different segments, also known as personas, based on their roles and qualities. </span></p> <p><span data-preserver-spaces="true">These personas shouldn’t be created based on age, gender, or experience, as that would mix employees of two distinct qualities and roles when their journeys in the organization are bound to be different. </span></p> <p><span data-preserver-spaces="true">A software engineer, for example, is likely to have a very different experience and journey than someone from your sales team. Your employee mapping process would be far more effective if you segment employees rightly. </span></p> <h3><span data-preserver-spaces="true">#2 Map Their Journeys</span></h3> <p><span data-preserver-spaces="true">Once you have different employee personas, start mapping out their interactions with the organization, right from their initial contact (the recruitment process) till the last day.</span></p> <p><span data-preserver-spaces="true"> An</span><a class="editor-rtfLink" href="https://surveysparrow.com/360-feedback-software/" target="_blank"><span data-preserver-spaces="true"> employee experience management tool</span></a><span data-preserver-spaces="true"> would do wonders here, as it’ll survey, store, and analyze every data about your employees to find actionable insights.</span></p> <h3><span data-preserver-spaces="true">#3 Map Feedbacks</span></h3> <p><span data-preserver-spaces="true">To truly understand the level of employee experience in your organization, map the feedback for employee personas with their respective employee journeys. </span></p> <p><span data-preserver-spaces="true">So for each persona, there should be a feedback mechanism attached to each stage in the employee journey that allows them to give or receive feedback without waiting an entire quarter or year for it. </span></p> <p><span data-preserver-spaces="true">The primary reason for this feedback mapping is to understand how employees are feeling within the organization and what should be done to improve their experience? From our perspective, this is the most crucial step of the employee mapping process. </span></p> <h3><span data-preserver-spaces="true">#4 Measure Consistently</span></h3> <p><span data-preserver-spaces="true">The next step in creating an employee journey map is consistent evaluation and analysis of feedback. You’ve put a feedback mechanism in every stage of the employee journey, but that would give proper results only if It’s analyzed the right way and consistently. </span></p> <p><span data-preserver-spaces="true">First, there should be an organization-wide common metric for taking feedback. </span><a class="editor-rtfLink" href="https://surveysparrow.com/nps-software/" target="_blank"><span data-preserver-spaces="true">NPS</span></a><span data-preserver-spaces="true"> would be a great option. You can also go for </span><a class="editor-rtfLink" href="https://surveysparrow.com/blog/likert-scale/" target="_blank"><span data-preserver-spaces="true">Likert questions</span></a><span data-preserver-spaces="true"> to include questions involving core 5-point scale items. </span></p> <p><span data-preserver-spaces="true">Next, there should be a consistent way of analyzing (measuring) the collected feedback. For example, if one team is tasked to analyze and present the results of such feedbacks, then it makes no sense for other teams to do the same work. </span></p> <p><span data-preserver-spaces="true">Similarly, if you’re using one employee engagement tool for feedback collection and analysis, then don’t try new tools again and again. That’ll lead to inconsistency in results and eventually alter your employee journey maps. This is not what you would want, right? </span></p> <h3><span data-preserver-spaces="true">#5 Go For Automation</span></h3> <p><span data-preserver-spaces="true">Sending out a survey manually to check engagement levels or analyzing the feedback results manually is a drain on resources, time, and energy for your teams.</span></p> <p><span data-preserver-spaces="true"> Instead, like we’ve mentioned several times, go for an all-in-one employee experience management software that takes care of all your employee experience needs and helps your HR team with the mapping process. </span></p> <h3><span data-preserver-spaces="true">#6 Combine, Evaluate, Improve </span></h3> <p><span data-preserver-spaces="true">Focusing on employee experience doesn’t mean giving up on </span><a class="editor-rtfLink" href="https://surveysparrow.com/employee-engagement-survey/" target="_blank"><span data-preserver-spaces="true">employee engagement surveys</span></a><span data-preserver-spaces="true">. They should be combined while creating the employee journey map to get a proper understanding of what’s improving your employee’s experience and what’s not. </span></p> <p><span data-preserver-spaces="true">We’ve seen organizations conducting shorter, more frequent employee engagement surveys, evaluating results, and then mapping that up to the overall employee journey. </span></p> <p><span data-preserver-spaces="true">Combining employee experience with engagement surveys would reveal the areas of improvement like attrition rates, cross-functional collaboration, onboarding process, training, and more. </span></p> <p><span data-preserver-spaces="true">Also, when you see an employee journey from start to finish, you’ll observe how the organization improved itself in giving the right employee experience along the way. For any organization that’s gunning for growth, this is powerful. </span></p> <h2 id="section5"><span data-preserver-spaces="true">Employee Journey Map Template To Get You Started</span></h2> <p><span data-preserver-spaces="true">Before wrapping it up, let’s give you one of our employee journey map templates that has everything we’ve discussed. Plus, this will get you started with your own employee mapping process. On we go. </span></p> <p><span data-preserver-spaces="true">Employee Journey Stages</span></p> <p><span data-preserver-spaces="true"> Recruitment</span></p> <p><span data-preserver-spaces="true"> Onboarding</span></p> <p><span data-preserver-spaces="true"> Growth</span></p> <p><span data-preserver-spaces="true"> Recognition &amp; Reward</span></p> <p><span data-preserver-spaces="true"> Exit</span></p> <p><span data-preserver-spaces="true">Touchpoints</span></p> <p><span data-preserver-spaces="true"> Applicant Tracking System (ATS)</span></p> <ul> <li><span data-preserver-spaces="true">Recruiter contact</span></li> <li><span data-preserver-spaces="true">Interview</span></li> <li><span data-preserver-spaces="true"> Information on company goals and expectations</span></li> <li><span data-preserver-spaces="true">Lunch with teams</span></li> <li><span data-preserver-spaces="true">Desk, email, and accessory allocation</span></li> <li><span data-preserver-spaces="true"> Training sessions</span></li> <li><span data-preserver-spaces="true">Seminars</span></li> <li><span data-preserver-spaces="true">Performance reviews</span></li> <li><span data-preserver-spaces="true"> Employee Experience Management Software</span></li> <li><span data-preserver-spaces="true">Managers</span></li> <li><span data-preserver-spaces="true">Leaders</span></li> <li><span data-preserver-spaces="true"> 1-1 meeting with manager and leaders</span></li> <li><span data-preserver-spaces="true">Exit interview</span></li> </ul> <p><span data-preserver-spaces="true">Process</span></p> <ul> <li><span data-preserver-spaces="true"> Submits resume through ATS</span></li> <li><span data-preserver-spaces="true">Shortlisting &amp; recruiter contact</span></li> <li><span data-preserver-spaces="true">Role-based interview</span></li> <li><span data-preserver-spaces="true">Immediate result declaration</span></li> <li><span data-preserver-spaces="true"> Role presentation</span></li> <li><span data-preserver-spaces="true">Goal setting for the first month &amp; quarter</span></li> <li><span data-preserver-spaces="true">Meeting with the top management</span></li> <li><span data-preserver-spaces="true"> Expert seminars</span></li> <li><span data-preserver-spaces="true">1-1 meeting with managers</span></li> <li><span data-preserver-spaces="true">Employee performance review </span></li> <li><span data-preserver-spaces="true"> Recognitions &amp; reward events</span></li> <li><span data-preserver-spaces="true">Promotions</span></li> <li><span data-preserver-spaces="true">New role and team</span></li> <li><span data-preserver-spaces="true"> Formal resignation over email after the exit interview</span></li> <li><span data-preserver-spaces="true">Receives final salary, bonuses, and rewards. </span></li> </ul> <p><span data-preserver-spaces="true">Employee/Candidate Experience</span></p> <p><span data-preserver-spaces="true"> Satisfied</span></p> <p><span data-preserver-spaces="true">Pain Points</span></p> <ul> <li><span data-preserver-spaces="true"> More specific interviews can be conducted.</span></li> <li><span data-preserver-spaces="true">Need to include more diverse candidates for interview</span></li> </ul> <p><span data-preserver-spaces="true">Next Steps</span></p> <ul> <li><span data-preserver-spaces="true"> Physical shortlisting for specific top-management roles.</span></li> <li><span data-preserver-spaces="true">HR team working with the IT team to improve ATS’ functioning. </span></li> </ul> <p><span data-preserver-spaces="true">Blocks left vacant are filled when employees with specific personas or as individuals move ahead with their journey. </span></p> <h2><span data-preserver-spaces="true">Wrapping Up!</span></h2> <p><span data-preserver-spaces="true">Well, we covered everything that needed to be covered about employee mapping. From understanding about employee journey to talking about different stages of the employee mapping process, we had the right start. </span></p> <p><span data-preserver-spaces="true">Then, we moved onto giving you a 6-step process to creating an employee journey map, and we wrapped up with a sample employee journey map template. All that’s left for you is to implement this article and create employee journey maps that could take their experience to the next level. </span></p> <p><span data-preserver-spaces="true">We’re rooting for you to do that. For any help, we’re </span><a class="editor-rtfLink" href="https://surveysparrow.com/contact-us/" target="_blank"><span data-preserver-spaces="true">here</span></a><span data-preserver-spaces="true"> 24/7. Feel completely free to contact us. Until next time…</span></p></div><div class="mt-8 flex flex-col items-center md:flex-row xl:w-5/6 xl:px-14"><div class="relative size-24 min-w-24"><img alt="blog author image" loading="lazy" decoding="async" data-nimg="fill" class="rounded-full object-cover" style="position:absolute;height:100%;width:100%;left:0;top:0;right:0;bottom:0;color:transparent;background-size:cover;background-position:50% 50%;background-repeat:no-repeat;background-image:url(&quot;data:image/svg+xml;charset=utf-8,%3Csvg xmlns=&#x27;http://www.w3.org/2000/svg&#x27; %3E%3Cfilter id=&#x27;b&#x27; color-interpolation-filters=&#x27;sRGB&#x27;%3E%3CfeGaussianBlur stdDeviation=&#x27;20&#x27;/%3E%3CfeColorMatrix values=&#x27;1 0 0 0 0 0 1 0 0 0 0 0 1 0 0 0 0 0 100 -1&#x27; result=&#x27;s&#x27;/%3E%3CfeFlood x=&#x27;0&#x27; y=&#x27;0&#x27; width=&#x27;100%25&#x27; height=&#x27;100%25&#x27;/%3E%3CfeComposite operator=&#x27;out&#x27; in=&#x27;s&#x27;/%3E%3CfeComposite in2=&#x27;SourceGraphic&#x27;/%3E%3CfeGaussianBlur stdDeviation=&#x27;20&#x27;/%3E%3C/filter%3E%3Cimage width=&#x27;100%25&#x27; height=&#x27;100%25&#x27; x=&#x27;0&#x27; y=&#x27;0&#x27; preserveAspectRatio=&#x27;none&#x27; style=&#x27;filter: url(%23b);&#x27; href=&#x27;data:image/gif;base64,R0lGODlhAQABAPAAANzc3P///yH5BAAAAAAALAAAAAABAAEAAAICRAEAOw==&#x27;/%3E%3C/svg%3E&quot;)" sizes="96px" srcSet="/_next/image/?url=https%3A%2F%2Fsurveysparrow.com%2Fwp-content%2Fuploads%2F2020%2F07%2FKate-100x100.jpg&amp;w=16&amp;q=75 16w, /_next/image/?url=https%3A%2F%2Fsurveysparrow.com%2Fwp-content%2Fuploads%2F2020%2F07%2FKate-100x100.jpg&amp;w=32&amp;q=75 32w, /_next/image/?url=https%3A%2F%2Fsurveysparrow.com%2Fwp-content%2Fuploads%2F2020%2F07%2FKate-100x100.jpg&amp;w=48&amp;q=75 48w, /_next/image/?url=https%3A%2F%2Fsurveysparrow.com%2Fwp-content%2Fuploads%2F2020%2F07%2FKate-100x100.jpg&amp;w=64&amp;q=75 64w, /_next/image/?url=https%3A%2F%2Fsurveysparrow.com%2Fwp-content%2Fuploads%2F2020%2F07%2FKate-100x100.jpg&amp;w=96&amp;q=75 96w, /_next/image/?url=https%3A%2F%2Fsurveysparrow.com%2Fwp-content%2Fuploads%2F2020%2F07%2FKate-100x100.jpg&amp;w=128&amp;q=75 128w, /_next/image/?url=https%3A%2F%2Fsurveysparrow.com%2Fwp-content%2Fuploads%2F2020%2F07%2FKate-100x100.jpg&amp;w=256&amp;q=75 256w, /_next/image/?url=https%3A%2F%2Fsurveysparrow.com%2Fwp-content%2Fuploads%2F2020%2F07%2FKate-100x100.jpg&amp;w=384&amp;q=75 384w, /_next/image/?url=https%3A%2F%2Fsurveysparrow.com%2Fwp-content%2Fuploads%2F2020%2F07%2FKate-100x100.jpg&amp;w=640&amp;q=75 640w, /_next/image/?url=https%3A%2F%2Fsurveysparrow.com%2Fwp-content%2Fuploads%2F2020%2F07%2FKate-100x100.jpg&amp;w=750&amp;q=75 750w, /_next/image/?url=https%3A%2F%2Fsurveysparrow.com%2Fwp-content%2Fuploads%2F2020%2F07%2FKate-100x100.jpg&amp;w=828&amp;q=75 828w, /_next/image/?url=https%3A%2F%2Fsurveysparrow.com%2Fwp-content%2Fuploads%2F2020%2F07%2FKate-100x100.jpg&amp;w=1080&amp;q=75 1080w, /_next/image/?url=https%3A%2F%2Fsurveysparrow.com%2Fwp-content%2Fuploads%2F2020%2F07%2FKate-100x100.jpg&amp;w=1200&amp;q=75 1200w, /_next/image/?url=https%3A%2F%2Fsurveysparrow.com%2Fwp-content%2Fuploads%2F2020%2F07%2FKate-100x100.jpg&amp;w=1920&amp;q=75 1920w, /_next/image/?url=https%3A%2F%2Fsurveysparrow.com%2Fwp-content%2Fuploads%2F2020%2F07%2FKate-100x100.jpg&amp;w=2048&amp;q=75 2048w, /_next/image/?url=https%3A%2F%2Fsurveysparrow.com%2Fwp-content%2Fuploads%2F2020%2F07%2FKate-100x100.jpg&amp;w=3840&amp;q=75 3840w" src="/_next/image/?url=https%3A%2F%2Fsurveysparrow.com%2Fwp-content%2Fuploads%2F2020%2F07%2FKate-100x100.jpg&amp;w=3840&amp;q=75"/></div><div class="flex flex-col max-md:mt-7 md:ml-9"><h3 class="mb-2 text-2xl font-medium text-zinc-800 max-md:text-center">Kate Williams</h3><p class="mb-2.5 text-lg font-normal text-black max-md:text-center">Product Marketing Manager at SurveySparrow</p><div class="prose prose-p:text-base prose-p:font-normal prose-p:text-zinc-500 prose-p:max-md:text-center !max-w-full"><p>Excels in empowering visionary companies through storytelling and strategic go-to-market planning. With extensive experience in product marketing and customer experience management, she is an accomplished author, podcast host, and mentor, sharing her expertise across diverse platforms and audiences.</p></div></div></div></div></div><div></div><!--/$--><!--$?--><template id="B:0"></template><!--/$--></div></main><footer class="mx-auto w-full pt-[125px] antialiased max-md:px-[15px] max-md:pt-20 bg-gradient-to-br from-[#00000080_0%] to-[#00000080_100%] bg-[#363A43]"><div class="container"><div class="border-b border-white/10"><div class="grid grid-cols-2 justify-items-stretch gap-4 max-xl:w-full max-md:items-baseline sm:pb-[26px] sm:max-xl:mb-7 md:!grid-cols-5 md:pb-11 md:max-xl:ml-4"><div class="flex flex-col max-xl:mb-[30px] max-xl:mr-2.5 max-md:mb-8 max-md:mr-0 max-md:justify-center "><h2 class="text-[#E2E6EB] font-tenon mb-2 text-base font-bold leading-relaxed tracking-[-0.32px] transition-all duration-300 ease-in-out md:mb-5 md:text-lg md:tracking-[-0.36px]">Company</h2><div 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data-preserver-spaces=\"true\"\u003eIf you’re reading this article, it means you wish to focus on improving the employee experience, and you want to do that through mapping employee journeys. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eDidn’t we get it right? \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eYou wish to deliver the best experience to your employees, just like other organizations that consider employee experience one of the most crucial business functions. But if you really want to master employee experience, you need to listen to the employees as much as you can. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eUnless you listen, you won’t know what an employee wants or expects from you. So, you and your HR team need to listen to employees at every step of their journey to make decisions that can improve their experience.\u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eTo listen and understand what your employees want or wish, you need to map their journey from the first day till the very last. And with no further ado, here’s a complete guide on how you can map out the entire employee journey in 2021.\u003c/span\u003e\u003c/p\u003e\n\u003ch2 id=\"section1\"\u003e\u003cspan data-preserver-spaces=\"true\"\u003eUnderstanding Employee Journey\u003c/span\u003e\u003c/h2\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eDo you remember your grandma’s stories from the good ol’ days? All accounts mostly had the same foundation, where ‘The Hero’ achieved outstanding success after going through hardships or battles. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eThe things that made the stories differently were slight changes in the plot. Either the character changed or some minor details, but it brought a new story altogether. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eThe concept of employee journey can be explained similarly. Every organization has a set framework on what their ideal employee is.\u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003e This framework is put on them when new employees join, which gradually changes (with small things) along their journeys. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eSo, if employee journeys are tracked correctly, no two employees would have the same journeys.\u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003e And that’s why it’s so crucial for businesses to track them. So, let’s now delve into employee mapping. Ready with your coffee?\u003c/span\u003e\u003c/p\u003e\n\u003ch2 id=\"section2\"\u003e\u003cspan data-preserver-spaces=\"true\"\u003eWhat is Employee Journey Mapping?\u003c/span\u003e\u003c/h2\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eTo improve employee experience, organizations focus on knowing the employee journeys. The best way to do that is by employee mapping. And the best way to explain employee mapping is with maps! \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eOpen a world map on your smartphone and select the country you live in. Now, select the state, city, area, street, and finally, your apartment or house number. That’s you right there! So, from the world map, we zoomed in till we could find your residence. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eOrganizations do the same to know about the journey of an employee.\u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003e When someone joins them, an empty block is dedicated to him/her, which is constantly updated with information until this employee is at the organization. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eAnd looking at the information on this block, your HR team can know all about the employee, his journey, experiences, and work. That’s the power of creating an employee journey map. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eApart from knowing the entire employee journey, such mapping helps organizations to prioritize resources, clarify roles, and identify crucial moments by mapping journeys to identify employee satisfaction levels. Employee journey mapping also allows you to:\u003c/span\u003e\u003c/p\u003e\n\u003cul\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eForm a common organizational view on how to deliver the right employee experience.\u003c/span\u003e\u003c/li\u003e\n\u003c/ul\u003e\n\u003cul\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eFocus on the EX program that works best on employees’ common crucial moments. \u003c/span\u003e\u003c/li\u003e\n\u003c/ul\u003e\n\u003cul\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eUnderstanding employees on an emotional level to see what motivates them. \u003c/span\u003e\u003c/li\u003e\n\u003c/ul\u003e\n\u003cul\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eDeveloping employee-centric thinking and actions on an organization-wide level.\u003c/span\u003e\u003c/li\u003e\n\u003c/ul\u003e\n\u003cul\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eAppreciate employees when it matters the most for them. \u003c/span\u003e\u003c/li\u003e\n\u003c/ul\u003e\n\u003cul\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eDeveloping an ideal employee profile based on your organization’s culture and needs.\u003c/span\u003e\u003c/li\u003e\n\u003c/ul\u003e\n\u003ch2 id=\"section3\"\u003e\u003cspan data-preserver-spaces=\"true\"\u003eDifferent Stages Of Employee Journey Mapping\u003c/span\u003e\u003c/h2\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eYou now know what employee journey and employee journey mapping are. But what are the different stages of this mapping process? We’ll figure that out here. Feel free to use these stages based on your business requirements. Let’s start, then. \u003c/span\u003e\u003c/p\u003e\n\u003ch3\u003e\u003cspan data-preserver-spaces=\"true\"\u003eFinding The Right Employee\u003c/span\u003e\u003c/h3\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eBelieve it or not, the most common brand deteriorating mistake happens in this first employee mapping stage. From what we’ve seen, organizations either take the recruitment process too casually or too seriously. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eDon’t get us wrong, being serious during recruitment is good, but what’s the point in copying Google’s 19.5 step interview process (19.5! Yeah, that’s right) for a job role that doesn’t need that? \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eThe process of employee mapping starts from this stage. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eThe HR team should devise a process on how potential employees would find about the job role, how they’ll apply, how you’ll conduct the interviews, and how you’ll get back to them. With the decision?\u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eWe’ve all come across job postings were applying to it was a pain in the back. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eInstead of asking for a resume and a few simple introductory questions, they conduct a mini-interview right in the application form! This makes the process long, longer than what the candidate hoped for, affecting their first impression of the organization.\u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eHopefully, your organization doesn’t have such an application process. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eThe best way to take corrective actions is to talk with your recently hired employees or go through the process yourself even if you have. This way, you and the HR team would exactly see where the problem lies, and tweaks can then be made. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eAs we mentioned at the start, keep the interview process based on your requirements. Anything more than what you need is a waste of time for your recruitment team and the candidate. \u003c/span\u003e\u003c/p\u003e\n\u003ch3\u003e\u003cspan data-preserver-spaces=\"true\"\u003eThe Package\u003c/span\u003e\u003c/h3\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eOnce you’ve found the right candidate, discuss their salary and bonuses as quickly as you can. Don’t keep them in the dark for months, saying they’re selected but not discussing the salary package until a week before joining. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eIn the complete employee experience journey, this is one of the most crucial yet the most ignored step. As an organization looking to map the entire employee journey, this is where you need to be proactive. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eEither be upfront about the overall package or make sure the selected candidate knows about it as early as possible. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003ePlease don’t mistake giving less package just because the experience and culture in your organization are good. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eExperience \u0026amp; culture are different stories, one which the selected candidates would think about after getting an expected salary package. \u003c/span\u003e\u003c/p\u003e\n\u003ch3\u003e\u003cspan data-preserver-spaces=\"true\"\u003ePre-boarding\u003c/span\u003e\u003c/h3\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eOnce you’ve selected candidates and they’ve accepted the salary package, the next step is the onboarding process. But before onboarding, there’s pre-boarding. Again, this can be part of the employee mapping process or left out depending on you and the HR team. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eOur say would be to include this stage, albeit in a small manner, to give joiners the time and information to understand organizational goals, culture, and expectations. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eAs part of the employee mapping process, the least your teams should do is to give joiners a thorough guide on what their first day, week, month, and year would look like in the organization.\u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003e And, if possible, take them out for a team lunch before their first day. This simple act would help relieve anxieties and bring excitement for their new job. \u003c/span\u003e\u003c/p\u003e\n\u003ch3\u003e\u003cspan data-preserver-spaces=\"true\"\u003eFirst Day! \u003c/span\u003e\u003c/h3\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eThe first day is as crucial as it can get for your employee experience process. In the entire employee mapping process, this stage is an integral part. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eNew joiners are already feeling nervous (even after a pre-boarding process) about their new job, office, meeting new colleagues, and working on new business goals. So seeing people staring at them, not knowing they’re new, won’t be a good start at all. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003ca class=\"editor-rtfLink\" href=\"https://www.shrm.org/ResourcesAndTools/hr-topics/employee-relations/Pages/2016-Job-Satisfaction-and-Engagement-Survey.aspx\" target=\"_blank\" \u003e\u003cspan data-preserver-spaces=\"true\"\u003e70% of employees\u003c/span\u003e\u003c/a\u003e\u003cspan data-preserver-spaces=\"true\"\u003e wish to be empowered to succeed in an organization, and it all starts from day 1! Ask your recent joiners about their experience to get an idea of how things can be improved. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eIf you want employees to stay for long, the key is to keep evolving and mapping this stage. \u003c/span\u003e\u003c/p\u003e\n\u003ch3\u003e\u003cspan data-preserver-spaces=\"true\"\u003eGrowth Trajectory\u003c/span\u003e\u003c/h3\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eEmployees, new or old, need to constantly learn and grow along with the organization. Unfortunately, we often see companies giving the right employee experience during the onboarding process but struggling to do that later in the employee journey. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eThis severely affects their employee experience levels, which is why this stage should be an essential part of any employee mapping process. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eIf employees are growing well, they’ll be dedicated to working on goals and will deliver results. The opposite is seen when employees get stagnant in the organization. They lose the motivation to keep gunning for goals and results.\u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003e This hurts both the employees and the company, but that’s how it is. A \u003c/span\u003e\u003ca class=\"editor-rtfLink\" href=\"https://surveysparrow.com/blog/how-to-create-a-30-60-90-day-plan/\" target=\"_blank\" \u003e\u003cspan data-preserver-spaces=\"true\"\u003e30, 60, 90-day plan\u003c/span\u003e\u003c/a\u003e\u003cspan data-preserver-spaces=\"true\"\u003e for employees would be a great place to start. But a detailed structure, with long-term planning, needs to be put in place if elevating their experience with your company is the goal. \u003c/span\u003e\u003c/p\u003e\n\u003ch3\u003e\u003cspan data-preserver-spaces=\"true\"\u003eEngagement Level\u003c/span\u003e\u003c/h3\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eThis is again a stage where organizations falter in the employee mapping process. Once the employees are settled well, the engagement level with them dives. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eThey are given their KPIs and projects while expecting results robotically. The only proper engagement that takes place during business hours is about work. What about employee engagement and their wellness? \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eWhy does that take a back seat? \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eA\u003c/span\u003e\u003ca class=\"editor-rtfLink\" href=\"https://surveysparrow.com/360-feedback-software/\" target=\"_blank\" \u003e\u003cspan data-preserver-spaces=\"true\"\u003e 360-degree assessment tool\u003c/span\u003e\u003c/a\u003e\u003cspan data-preserver-spaces=\"true\"\u003e is a must for organizations to keep the employee experience and engagement levels right. \u003c/span\u003e\u003c/p\u003e\n\u003ch3\u003e\u003cspan data-preserver-spaces=\"true\"\u003ePerformance Review\u003c/span\u003e\u003c/h3\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eFrom our experience of building a healthy work environment, we’ve observed that performance reviews are the most crucial step in the employee mapping. This is because every employee’s motivation and work ethic depends on what their manager and leaders think about their recent them and their work. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eEvery employee’s reaction and performance review reports should be properly mapped, and based on that, actions should be taken. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eAs mentioned, a 360-degree assessment tool would do well in generating reports based on employee surveys that’ll help companies upgrade their EX programs. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eHere are a few questions your HR team should ask themselves before conducting a performance review: \u003c/span\u003e\u003c/p\u003e\n\u003cul\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eWho would all give feedback during the performance review?\u003c/span\u003e\u003c/li\u003e\n\u003c/ul\u003e\n\u003cul\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eWhat kind of feedback would they receive? How detailed would that be?\u003c/span\u003e\u003c/li\u003e\n\u003c/ul\u003e\n\u003cul\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eAre these performance reviews happening once a year or every quarter?\u003c/span\u003e\u003c/li\u003e\n\u003c/ul\u003e\n\u003cul\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eWhere can employees go for further feedback, guidance, or clarification?\u003c/span\u003e\u003c/li\u003e\n\u003c/ul\u003e\n\u003cul\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eFor what work are they receiving feedback?\u003c/span\u003e\u003c/li\u003e\n\u003c/ul\u003e\n\u003cul\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eHow can the overall performance review process be improved? \u003c/span\u003e\u003c/li\u003e\n\u003c/ul\u003e\n\u003ch3\u003e\u003cspan data-preserver-spaces=\"true\"\u003eRecognition \u0026amp; Rewards\u003c/span\u003e\u003c/h3\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eIf the employees have done well, don’t just appreciate them personally or over a performance review. Recognize them in front of everyone while also reward them. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eEvery employee wants to see something come out of their hard work. No, we aren’t just talking about a wallet or an Amazon gift card. Give recognition and rewards that get etched in their memories and motivate them to do better. Want ideas? \u003c/span\u003e\u003ca class=\"editor-rtfLink\" href=\"https://surveysparrow.com/blog/employee-appreciation-ideas/\" target=\"_blank\" \u003e\u003cspan data-preserver-spaces=\"true\"\u003eUse this\u003c/span\u003e\u003c/a\u003e\u003cspan data-preserver-spaces=\"true\"\u003e. \u003c/span\u003e\u003c/p\u003e\n\u003ch3\u003e\u003cspan data-preserver-spaces=\"true\"\u003eNew Roles\u003c/span\u003e\u003c/h3\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eWhat structure do you have in place for employees getting promotions? For example, are they talking to the ones who worked in that role, or do you have an additional onboarding process for that? \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eOrganizations often miss out, but this stage should be included in the employee mapping process.\u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003e Taking up a new role can be a daunting task if support and guidance are not given to employees, and that affects how satisfied they are with their employer? \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eThe questions to outline and guide employees with are: \u003c/span\u003e\u003c/p\u003e\n\u003cul\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eWhat are their additional responsibilities? \u003c/span\u003e\u003c/li\u003e\n\u003c/ul\u003e\n\u003cul\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eWhere can they get mentorship from? \u003c/span\u003e\u003c/li\u003e\n\u003c/ul\u003e\n\u003cul\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eWhat is going to change in their day-to-day?\u003c/span\u003e\u003c/li\u003e\n\u003c/ul\u003e\n\u003cul\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eWhat exactly would their targets be? \u003c/span\u003e\u003c/li\u003e\n\u003c/ul\u003e\n\u003cul\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eHow much time would they get to understand and adapt to the new role?\u003c/span\u003e\u003c/li\u003e\n\u003c/ul\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eThese are the crucial questions to ask and answer in the advancing phase of the employee journey mapping process.\u003c/span\u003e\u003c/p\u003e\n\u003ch3\u003e\u003cspan data-preserver-spaces=\"true\"\u003eFuture Planning \u003c/span\u003e\u003c/h3\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eImagine this. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eAn employee who spent decades at an organization is now planning to retire. This employee has delivered whatever was expected from him. He has mentored young talents and overseen their growth. Now, how will an organization cope with the loss of this employee? \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eThe scenario here could’ve also been of someone leaving a company for another role at another firm. Or an organization, unfortunately, need to cut back on staff. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eThink it from your perspective, how will the remaining employees deal with such events? \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eIf someone is retiring, leaving, or is getting fired, how would you want this information to pass on? Also, how easy is the moving-on process for someone who’s retiring, leaving, or fired? How are you handling it from your end? Is it warm and personal? \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eThese questions need to be answered and kept as a part of your employee mapping process. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eThis is because every successful business succeeds when they stay ahead of the curve and plan for the future, not just in terms of revenue and growth, but for delivering the right employee experience to new and departing employees. \u003c/span\u003e\u003c/p\u003e\n\u003ch2 id=\"section4\"\u003e\u003cspan data-preserver-spaces=\"true\"\u003eHow To Create An Employee Journey Map?\u003c/span\u003e\u003c/h2\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eTo improve employee experience, the employee mapping process is pivotal. You can’t leave that and focus on improving the experience with just bonuses and a pleasant working environment. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eEmployees in 2021 expect more than that to stay satisfied. We’ve talked about the different stages where employee mapping can be done, but how to do that? This is one question that remains, and that’s what we’ll talk about here. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eSo with no further ado, time to let the cat out of the bag and discuss the 6-step process to creating an employee journey map. \u003c/span\u003e\u003c/p\u003e\n\u003ch3\u003e\u003cspan data-preserver-spaces=\"true\"\u003e#1 Build Personas\u003c/span\u003e\u003c/h3\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eThe first step starts with dividing your employees into different segments, also known as personas, based on their roles and qualities. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eThese personas shouldn’t be created based on age, gender, or experience, as that would mix employees of two distinct qualities and roles when their journeys in the organization are bound to be different. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eA software engineer, for example, is likely to have a very different experience and journey than someone from your sales team. Your employee mapping process would be far more effective if you segment employees rightly. \u003c/span\u003e\u003c/p\u003e\n\u003ch3\u003e\u003cspan data-preserver-spaces=\"true\"\u003e#2 Map Their Journeys\u003c/span\u003e\u003c/h3\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eOnce you have different employee personas, start mapping out their interactions with the organization, right from their initial contact (the recruitment process) till the last day.\u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003e An\u003c/span\u003e\u003ca class=\"editor-rtfLink\" href=\"https://surveysparrow.com/360-feedback-software/\" target=\"_blank\" \u003e\u003cspan data-preserver-spaces=\"true\"\u003e employee experience management tool\u003c/span\u003e\u003c/a\u003e\u003cspan data-preserver-spaces=\"true\"\u003e would do wonders here, as it’ll survey, store, and analyze every data about your employees to find actionable insights.\u003c/span\u003e\u003c/p\u003e\n\u003ch3\u003e\u003cspan data-preserver-spaces=\"true\"\u003e#3 Map Feedbacks\u003c/span\u003e\u003c/h3\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eTo truly understand the level of employee experience in your organization, map the feedback for employee personas with their respective employee journeys. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eSo for each persona, there should be a feedback mechanism attached to each stage in the employee journey that allows them to give or receive feedback without waiting an entire quarter or year for it. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eThe primary reason for this feedback mapping is to understand how employees are feeling within the organization and what should be done to improve their experience? From our perspective, this is the most crucial step of the employee mapping process. \u003c/span\u003e\u003c/p\u003e\n\u003ch3\u003e\u003cspan data-preserver-spaces=\"true\"\u003e#4 Measure Consistently\u003c/span\u003e\u003c/h3\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eThe next step in creating an employee journey map is consistent evaluation and analysis of feedback. You’ve put a feedback mechanism in every stage of the employee journey, but that would give proper results only if It’s analyzed the right way and consistently. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eFirst, there should be an organization-wide common metric for taking feedback. \u003c/span\u003e\u003ca class=\"editor-rtfLink\" href=\"https://surveysparrow.com/nps-software/\" target=\"_blank\" \u003e\u003cspan data-preserver-spaces=\"true\"\u003eNPS\u003c/span\u003e\u003c/a\u003e\u003cspan data-preserver-spaces=\"true\"\u003e would be a great option. You can also go for \u003c/span\u003e\u003ca class=\"editor-rtfLink\" href=\"https://surveysparrow.com/blog/likert-scale/\" target=\"_blank\" \u003e\u003cspan data-preserver-spaces=\"true\"\u003eLikert questions\u003c/span\u003e\u003c/a\u003e\u003cspan data-preserver-spaces=\"true\"\u003e to include questions involving core 5-point scale items. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eNext, there should be a consistent way of analyzing (measuring) the collected feedback. For example, if one team is tasked to analyze and present the results of such feedbacks, then it makes no sense for other teams to do the same work. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eSimilarly, if you’re using one employee engagement tool for feedback collection and analysis, then don’t try new tools again and again. That’ll lead to inconsistency in results and eventually alter your employee journey maps. This is not what you would want, right? \u003c/span\u003e\u003c/p\u003e\n\u003ch3\u003e\u003cspan data-preserver-spaces=\"true\"\u003e#5 Go For Automation\u003c/span\u003e\u003c/h3\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eSending out a survey manually to check engagement levels or analyzing the feedback results manually is a drain on resources, time, and energy for your teams.\u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003e Instead, like we’ve mentioned several times, go for an all-in-one employee experience management software that takes care of all your employee experience needs and helps your HR team with the mapping process. \u003c/span\u003e\u003c/p\u003e\n\u003ch3\u003e\u003cspan data-preserver-spaces=\"true\"\u003e#6 Combine, Evaluate, Improve \u003c/span\u003e\u003c/h3\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eFocusing on employee experience doesn’t mean giving up on \u003c/span\u003e\u003ca class=\"editor-rtfLink\" href=\"https://surveysparrow.com/employee-engagement-survey/\" target=\"_blank\" \u003e\u003cspan data-preserver-spaces=\"true\"\u003eemployee engagement surveys\u003c/span\u003e\u003c/a\u003e\u003cspan data-preserver-spaces=\"true\"\u003e. They should be combined while creating the employee journey map to get a proper understanding of what’s improving your employee’s experience and what’s not. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eWe’ve seen organizations conducting shorter, more frequent employee engagement surveys, evaluating results, and then mapping that up to the overall employee journey. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eCombining employee experience with engagement surveys would reveal the areas of improvement like attrition rates, cross-functional collaboration, onboarding process, training, and more. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eAlso, when you see an employee journey from start to finish, you’ll observe how the organization improved itself in giving the right employee experience along the way. For any organization that’s gunning for growth, this is powerful. \u003c/span\u003e\u003c/p\u003e\n\u003ch2 id=\"section5\"\u003e\u003cspan data-preserver-spaces=\"true\"\u003eEmployee Journey Map Template To Get You Started\u003c/span\u003e\u003c/h2\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eBefore wrapping it up, let’s give you one of our employee journey map templates that has everything we’ve discussed. Plus, this will get you started with your own employee mapping process. On we go. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eEmployee Journey Stages\u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003e Recruitment\u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003e Onboarding\u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003e Growth\u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003e Recognition \u0026amp; Reward\u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003e Exit\u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eTouchpoints\u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003e Applicant Tracking System (ATS)\u003c/span\u003e\u003c/p\u003e\n\u003cul\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eRecruiter contact\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eInterview\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003e Information on company goals and expectations\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eLunch with teams\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eDesk, email, and accessory allocation\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003e Training sessions\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eSeminars\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003ePerformance reviews\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003e Employee Experience Management Software\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eManagers\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eLeaders\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003e 1-1 meeting with manager and leaders\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eExit interview\u003c/span\u003e\u003c/li\u003e\n\u003c/ul\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eProcess\u003c/span\u003e\u003c/p\u003e\n\u003cul\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003e Submits resume through ATS\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eShortlisting \u0026amp; recruiter contact\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eRole-based interview\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eImmediate result declaration\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003e Role presentation\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eGoal setting for the first month \u0026amp; quarter\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eMeeting with the top management\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003e Expert seminars\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003e1-1 meeting with managers\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eEmployee performance review \u003c/span\u003e\u003c/li\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003e Recognitions \u0026amp; reward events\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003ePromotions\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eNew role and team\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003e Formal resignation over email after the exit interview\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eReceives final salary, bonuses, and rewards. \u003c/span\u003e\u003c/li\u003e\n\u003c/ul\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eEmployee/Candidate Experience\u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003e Satisfied\u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003ePain Points\u003c/span\u003e\u003c/p\u003e\n\u003cul\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003e More specific interviews can be conducted.\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eNeed to include more diverse candidates for interview\u003c/span\u003e\u003c/li\u003e\n\u003c/ul\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eNext Steps\u003c/span\u003e\u003c/p\u003e\n\u003cul\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003e Physical shortlisting for specific top-management roles.\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eHR team working with the IT team to improve ATS’ functioning. \u003c/span\u003e\u003c/li\u003e\n\u003c/ul\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eBlocks left vacant are filled when employees with specific personas or as individuals move ahead with their journey. \u003c/span\u003e\u003c/p\u003e\n\u003ch2\u003e\u003cspan data-preserver-spaces=\"true\"\u003eWrapping Up!\u003c/span\u003e\u003c/h2\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eWell, we covered everything that needed to be covered about employee mapping. From understanding about employee journey to talking about different stages of the employee mapping process, we had the right start. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eThen, we moved onto giving you a 6-step process to creating an employee journey map, and we wrapped up with a sample employee journey map template. All that’s left for you is to implement this article and create employee journey maps that could take their experience to the next level. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eWe’re rooting for you to do that. For any help, we’re \u003c/span\u003e\u003ca class=\"editor-rtfLink\" href=\"https://surveysparrow.com/contact-us/\" target=\"_blank\" \u003e\u003cspan data-preserver-spaces=\"true\"\u003ehere\u003c/span\u003e\u003c/a\u003e\u003cspan data-preserver-spaces=\"true\"\u003e 24/7. Feel completely free to contact us. Until next time\u0026#8230;\u003c/span\u003e\u003c/p\u003e"])</script><script>self.__next_f.push([1,"27:Tb5f,"])</script><script>self.__next_f.push([1,"prose prose-headings:font-medium prose-headings:leading-snug prose-headings:text-zinc-800 prose-h2:mb-5 prose-h2:mt-10 prose-h2:scroll-mt-20 prose-h2:text-4xl prose-h2:!font-semibold prose-h2:!leading-snug prose-h3:mb-3 prose-h3:mt-7 prose-h3:scroll-mt-20 prose-h3:text-3xl prose-h4:mb-1.5 prose-h4:mt-4 prose-h4:text-2xl prose-h6:mb-1.5 prose-h6:text-base prose-p:mb-4 prose-p:text-base prose-p:font-normal prose-p:!leading-loose prose-p:text-black prose-a:text-black prose-a:underline prose-a:decoration-primary prose-a:transition-all prose-a:duration-500 prose-a:ease-in-out prose-blockquote:mb-10 prose-blockquote:mt-20 prose-blockquote:border-none prose-blockquote:pl-4 prose-blockquote:font-medium prose-blockquote:text-zinc-800 prose-figure:!w-full prose-strong:font-medium prose-pre:text-white prose-ul:mb-5 prose-ul:marker:text-lg prose-li:my-0 prose-li:ml-9 prose-li:pb-3.5 prose-li:pt-2 prose-li:text-base prose-li:font-normal prose-li:!leading-loose prose-li:text-black prose-table:mx-auto prose-table:my-8 prose-table:block prose-table:max-w-fit prose-table:overflow-auto prose-table:text-center prose-thead:bg-[#04bf741a] prose-tr:align-middle prose-th:border prose-th:border-slate-300 prose-th:p-4 prose-th:text-center prose-th:align-middle prose-th:text-lg prose-th:font-normal prose-th:leading-tight prose-th:text-black prose-td:border prose-td:border-slate-300 prose-td:p-4 prose-td:align-middle prose-td:text-lg prose-img:max-w-full hover:prose-a:bg-primary hover:prose-a:text-white max-lg:prose-ol:pl-0 max-lg:prose-ul:pl-0 md:prose-h6:text-xl md:prose-p:text-lg md:prose-blockquote:pl-0 md:prose-li:text-lg xl:prose-h2:scroll-mt-24 xl:prose-h3:scroll-mt-24 w-full max-lg:min-w-full sm:px-[3.5%] lg:min-w-full [\u0026\u003e.ss-blog-content-share\u003ediv:first-of-type]:rounded [\u0026\u003e.ss-blog-content-share\u003ediv:first-of-type]:bg-white [\u0026\u003e.ss-blog-content-share\u003ediv:first-of-type]:px-16 [\u0026\u003e.ss-blog-content-share\u003ediv:first-of-type]:py-11 [\u0026\u003e.ss-blog-content-share]:my-14 [\u0026\u003e.ss-blog-content-share]:rounded [\u0026\u003e.ss-blog-content-share]:bg-sky-100 [\u0026\u003e.ss-blog-content-share]:p-2 [\u0026\u003eblockquote\u003ep:first-of-type::before]:absolute [\u0026\u003eblockquote\u003ep:first-of-type::before]:-left-2.5 [\u0026\u003eblockquote\u003ep:first-of-type::before]:-top-36 [\u0026\u003eblockquote\u003ep:first-of-type::before]:font-['serif'] [\u0026\u003eblockquote\u003ep:first-of-type::before]:text-[18rem] [\u0026\u003eblockquote\u003ep:first-of-type::before]:not-italic [\u0026\u003eblockquote\u003ep:first-of-type::before]:text-black/5 [\u0026\u003eblockquote\u003ep:first-of-type::before]:content-['“'] [\u0026\u003eblockquote\u003ep:nth-child(1)]:relative [\u0026\u003eblockquote\u003ep]:mb-9 [\u0026\u003eblockquote\u003ep]:text-3xl [\u0026\u003eblockquote\u003ep]:font-normal [\u0026\u003eblockquote\u003ep]:!leading-normal sm:[\u0026\u003eblockquote\u003ep]:text-3xl [\u0026\u003eol\u003eli\u003eb]:font-medium [\u0026\u003eol\u003eli]:marker:text-black [\u0026\u003ep\u003eiframe]:mx-auto [\u0026\u003ep\u003eiframe]:max-w-full [\u0026\u003ep\u003estrong]:inline [\u0026\u003ep\u003estrong]:overflow-hidden [\u0026\u003ep\u003estrong]:font-semibold [\u0026\u003epre\u003estrong]:text-white [\u0026\u003eul\u003eli\u003eb]:font-medium [\u0026\u003eul\u003eli]:marker:text-black"])</script><script>self.__next_f.push([1,"2a:T7571,"])</script><script>self.__next_f.push([1,"\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eIf you’re reading this article, it means you wish to focus on improving the employee experience, and you want to do that through mapping employee journeys. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eDidn’t we get it right? \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eYou wish to deliver the best experience to your employees, just like other organizations that consider employee experience one of the most crucial business functions. But if you really want to master employee experience, you need to listen to the employees as much as you can. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eUnless you listen, you won’t know what an employee wants or expects from you. So, you and your HR team need to listen to employees at every step of their journey to make decisions that can improve their experience.\u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eTo listen and understand what your employees want or wish, you need to map their journey from the first day till the very last. And with no further ado, here’s a complete guide on how you can map out the entire employee journey in 2021.\u003c/span\u003e\u003c/p\u003e\n\u003ch2 id=\"section1\"\u003e\u003cspan data-preserver-spaces=\"true\"\u003eUnderstanding Employee Journey\u003c/span\u003e\u003c/h2\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eDo you remember your grandma’s stories from the good ol’ days? All accounts mostly had the same foundation, where ‘The Hero’ achieved outstanding success after going through hardships or battles. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eThe things that made the stories differently were slight changes in the plot. Either the character changed or some minor details, but it brought a new story altogether. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eThe concept of employee journey can be explained similarly. Every organization has a set framework on what their ideal employee is.\u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003e This framework is put on them when new employees join, which gradually changes (with small things) along their journeys. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eSo, if employee journeys are tracked correctly, no two employees would have the same journeys.\u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003e And that’s why it’s so crucial for businesses to track them. So, let’s now delve into employee mapping. Ready with your coffee?\u003c/span\u003e\u003c/p\u003e\n\u003ch2 id=\"section2\"\u003e\u003cspan data-preserver-spaces=\"true\"\u003eWhat is Employee Journey Mapping?\u003c/span\u003e\u003c/h2\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eTo improve employee experience, organizations focus on knowing the employee journeys. The best way to do that is by employee mapping. And the best way to explain employee mapping is with maps! \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eOpen a world map on your smartphone and select the country you live in. Now, select the state, city, area, street, and finally, your apartment or house number. That’s you right there! So, from the world map, we zoomed in till we could find your residence. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eOrganizations do the same to know about the journey of an employee.\u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003e When someone joins them, an empty block is dedicated to him/her, which is constantly updated with information until this employee is at the organization. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eAnd looking at the information on this block, your HR team can know all about the employee, his journey, experiences, and work. That’s the power of creating an employee journey map. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eApart from knowing the entire employee journey, such mapping helps organizations to prioritize resources, clarify roles, and identify crucial moments by mapping journeys to identify employee satisfaction levels. Employee journey mapping also allows you to:\u003c/span\u003e\u003c/p\u003e\n\u003cul\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eForm a common organizational view on how to deliver the right employee experience.\u003c/span\u003e\u003c/li\u003e\n\u003c/ul\u003e\n\u003cul\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eFocus on the EX program that works best on employees’ common crucial moments. \u003c/span\u003e\u003c/li\u003e\n\u003c/ul\u003e\n\u003cul\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eUnderstanding employees on an emotional level to see what motivates them. \u003c/span\u003e\u003c/li\u003e\n\u003c/ul\u003e\n\u003cul\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eDeveloping employee-centric thinking and actions on an organization-wide level.\u003c/span\u003e\u003c/li\u003e\n\u003c/ul\u003e\n\u003cul\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eAppreciate employees when it matters the most for them. \u003c/span\u003e\u003c/li\u003e\n\u003c/ul\u003e\n\u003cul\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eDeveloping an ideal employee profile based on your organization’s culture and needs.\u003c/span\u003e\u003c/li\u003e\n\u003c/ul\u003e\n\u003ch2 id=\"section3\"\u003e\u003cspan data-preserver-spaces=\"true\"\u003eDifferent Stages Of Employee Journey Mapping\u003c/span\u003e\u003c/h2\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eYou now know what employee journey and employee journey mapping are. But what are the different stages of this mapping process? We’ll figure that out here. Feel free to use these stages based on your business requirements. Let’s start, then. \u003c/span\u003e\u003c/p\u003e\n\u003ch3\u003e\u003cspan data-preserver-spaces=\"true\"\u003eFinding The Right Employee\u003c/span\u003e\u003c/h3\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eBelieve it or not, the most common brand deteriorating mistake happens in this first employee mapping stage. From what we’ve seen, organizations either take the recruitment process too casually or too seriously. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eDon’t get us wrong, being serious during recruitment is good, but what’s the point in copying Google’s 19.5 step interview process (19.5! Yeah, that’s right) for a job role that doesn’t need that? \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eThe process of employee mapping starts from this stage. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eThe HR team should devise a process on how potential employees would find about the job role, how they’ll apply, how you’ll conduct the interviews, and how you’ll get back to them. With the decision?\u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eWe’ve all come across job postings were applying to it was a pain in the back. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eInstead of asking for a resume and a few simple introductory questions, they conduct a mini-interview right in the application form! This makes the process long, longer than what the candidate hoped for, affecting their first impression of the organization.\u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eHopefully, your organization doesn’t have such an application process. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eThe best way to take corrective actions is to talk with your recently hired employees or go through the process yourself even if you have. This way, you and the HR team would exactly see where the problem lies, and tweaks can then be made. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eAs we mentioned at the start, keep the interview process based on your requirements. Anything more than what you need is a waste of time for your recruitment team and the candidate. \u003c/span\u003e\u003c/p\u003e\n\u003ch3\u003e\u003cspan data-preserver-spaces=\"true\"\u003eThe Package\u003c/span\u003e\u003c/h3\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eOnce you’ve found the right candidate, discuss their salary and bonuses as quickly as you can. Don’t keep them in the dark for months, saying they’re selected but not discussing the salary package until a week before joining. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eIn the complete employee experience journey, this is one of the most crucial yet the most ignored step. As an organization looking to map the entire employee journey, this is where you need to be proactive. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eEither be upfront about the overall package or make sure the selected candidate knows about it as early as possible. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003ePlease don’t mistake giving less package just because the experience and culture in your organization are good. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eExperience \u0026amp; culture are different stories, one which the selected candidates would think about after getting an expected salary package. \u003c/span\u003e\u003c/p\u003e\n\u003ch3\u003e\u003cspan data-preserver-spaces=\"true\"\u003ePre-boarding\u003c/span\u003e\u003c/h3\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eOnce you’ve selected candidates and they’ve accepted the salary package, the next step is the onboarding process. But before onboarding, there’s pre-boarding. Again, this can be part of the employee mapping process or left out depending on you and the HR team. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eOur say would be to include this stage, albeit in a small manner, to give joiners the time and information to understand organizational goals, culture, and expectations. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eAs part of the employee mapping process, the least your teams should do is to give joiners a thorough guide on what their first day, week, month, and year would look like in the organization.\u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003e And, if possible, take them out for a team lunch before their first day. This simple act would help relieve anxieties and bring excitement for their new job. \u003c/span\u003e\u003c/p\u003e\n\u003ch3\u003e\u003cspan data-preserver-spaces=\"true\"\u003eFirst Day! \u003c/span\u003e\u003c/h3\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eThe first day is as crucial as it can get for your employee experience process. In the entire employee mapping process, this stage is an integral part. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eNew joiners are already feeling nervous (even after a pre-boarding process) about their new job, office, meeting new colleagues, and working on new business goals. So seeing people staring at them, not knowing they’re new, won’t be a good start at all. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003ca class=\"editor-rtfLink\" href=\"https://www.shrm.org/ResourcesAndTools/hr-topics/employee-relations/Pages/2016-Job-Satisfaction-and-Engagement-Survey.aspx\" target=\"_blank\" \u003e\u003cspan data-preserver-spaces=\"true\"\u003e70% of employees\u003c/span\u003e\u003c/a\u003e\u003cspan data-preserver-spaces=\"true\"\u003e wish to be empowered to succeed in an organization, and it all starts from day 1! Ask your recent joiners about their experience to get an idea of how things can be improved. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eIf you want employees to stay for long, the key is to keep evolving and mapping this stage. \u003c/span\u003e\u003c/p\u003e\n\u003ch3\u003e\u003cspan data-preserver-spaces=\"true\"\u003eGrowth Trajectory\u003c/span\u003e\u003c/h3\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eEmployees, new or old, need to constantly learn and grow along with the organization. Unfortunately, we often see companies giving the right employee experience during the onboarding process but struggling to do that later in the employee journey. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eThis severely affects their employee experience levels, which is why this stage should be an essential part of any employee mapping process. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eIf employees are growing well, they’ll be dedicated to working on goals and will deliver results. The opposite is seen when employees get stagnant in the organization. They lose the motivation to keep gunning for goals and results.\u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003e This hurts both the employees and the company, but that’s how it is. A \u003c/span\u003e\u003ca class=\"editor-rtfLink\" href=\"https://surveysparrow.com/blog/how-to-create-a-30-60-90-day-plan/\" target=\"_blank\" \u003e\u003cspan data-preserver-spaces=\"true\"\u003e30, 60, 90-day plan\u003c/span\u003e\u003c/a\u003e\u003cspan data-preserver-spaces=\"true\"\u003e for employees would be a great place to start. But a detailed structure, with long-term planning, needs to be put in place if elevating their experience with your company is the goal. \u003c/span\u003e\u003c/p\u003e\n\u003ch3\u003e\u003cspan data-preserver-spaces=\"true\"\u003eEngagement Level\u003c/span\u003e\u003c/h3\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eThis is again a stage where organizations falter in the employee mapping process. Once the employees are settled well, the engagement level with them dives. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eThey are given their KPIs and projects while expecting results robotically. The only proper engagement that takes place during business hours is about work. What about employee engagement and their wellness? \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eWhy does that take a back seat? \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eA\u003c/span\u003e\u003ca class=\"editor-rtfLink\" href=\"https://surveysparrow.com/360-feedback-software/\" target=\"_blank\" \u003e\u003cspan data-preserver-spaces=\"true\"\u003e 360-degree assessment tool\u003c/span\u003e\u003c/a\u003e\u003cspan data-preserver-spaces=\"true\"\u003e is a must for organizations to keep the employee experience and engagement levels right. \u003c/span\u003e\u003c/p\u003e\n\u003ch3\u003e\u003cspan data-preserver-spaces=\"true\"\u003ePerformance Review\u003c/span\u003e\u003c/h3\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eFrom our experience of building a healthy work environment, we’ve observed that performance reviews are the most crucial step in the employee mapping. This is because every employee’s motivation and work ethic depends on what their manager and leaders think about their recent them and their work. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eEvery employee’s reaction and performance review reports should be properly mapped, and based on that, actions should be taken. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eAs mentioned, a 360-degree assessment tool would do well in generating reports based on employee surveys that’ll help companies upgrade their EX programs. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eHere are a few questions your HR team should ask themselves before conducting a performance review: \u003c/span\u003e\u003c/p\u003e\n\u003cul\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eWho would all give feedback during the performance review?\u003c/span\u003e\u003c/li\u003e\n\u003c/ul\u003e\n\u003cul\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eWhat kind of feedback would they receive? How detailed would that be?\u003c/span\u003e\u003c/li\u003e\n\u003c/ul\u003e\n\u003cul\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eAre these performance reviews happening once a year or every quarter?\u003c/span\u003e\u003c/li\u003e\n\u003c/ul\u003e\n\u003cul\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eWhere can employees go for further feedback, guidance, or clarification?\u003c/span\u003e\u003c/li\u003e\n\u003c/ul\u003e\n\u003cul\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eFor what work are they receiving feedback?\u003c/span\u003e\u003c/li\u003e\n\u003c/ul\u003e\n\u003cul\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eHow can the overall performance review process be improved? \u003c/span\u003e\u003c/li\u003e\n\u003c/ul\u003e\n\u003ch3\u003e\u003cspan data-preserver-spaces=\"true\"\u003eRecognition \u0026amp; Rewards\u003c/span\u003e\u003c/h3\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eIf the employees have done well, don’t just appreciate them personally or over a performance review. Recognize them in front of everyone while also reward them. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eEvery employee wants to see something come out of their hard work. No, we aren’t just talking about a wallet or an Amazon gift card. Give recognition and rewards that get etched in their memories and motivate them to do better. Want ideas? \u003c/span\u003e\u003ca class=\"editor-rtfLink\" href=\"https://surveysparrow.com/blog/employee-appreciation-ideas/\" target=\"_blank\" \u003e\u003cspan data-preserver-spaces=\"true\"\u003eUse this\u003c/span\u003e\u003c/a\u003e\u003cspan data-preserver-spaces=\"true\"\u003e. \u003c/span\u003e\u003c/p\u003e\n\u003ch3\u003e\u003cspan data-preserver-spaces=\"true\"\u003eNew Roles\u003c/span\u003e\u003c/h3\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eWhat structure do you have in place for employees getting promotions? For example, are they talking to the ones who worked in that role, or do you have an additional onboarding process for that? \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eOrganizations often miss out, but this stage should be included in the employee mapping process.\u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003e Taking up a new role can be a daunting task if support and guidance are not given to employees, and that affects how satisfied they are with their employer? \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eThe questions to outline and guide employees with are: \u003c/span\u003e\u003c/p\u003e\n\u003cul\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eWhat are their additional responsibilities? \u003c/span\u003e\u003c/li\u003e\n\u003c/ul\u003e\n\u003cul\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eWhere can they get mentorship from? \u003c/span\u003e\u003c/li\u003e\n\u003c/ul\u003e\n\u003cul\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eWhat is going to change in their day-to-day?\u003c/span\u003e\u003c/li\u003e\n\u003c/ul\u003e\n\u003cul\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eWhat exactly would their targets be? \u003c/span\u003e\u003c/li\u003e\n\u003c/ul\u003e\n\u003cul\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eHow much time would they get to understand and adapt to the new role?\u003c/span\u003e\u003c/li\u003e\n\u003c/ul\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eThese are the crucial questions to ask and answer in the advancing phase of the employee journey mapping process.\u003c/span\u003e\u003c/p\u003e\n\u003ch3\u003e\u003cspan data-preserver-spaces=\"true\"\u003eFuture Planning \u003c/span\u003e\u003c/h3\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eImagine this. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eAn employee who spent decades at an organization is now planning to retire. This employee has delivered whatever was expected from him. He has mentored young talents and overseen their growth. Now, how will an organization cope with the loss of this employee? \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eThe scenario here could’ve also been of someone leaving a company for another role at another firm. Or an organization, unfortunately, need to cut back on staff. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eThink it from your perspective, how will the remaining employees deal with such events? \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eIf someone is retiring, leaving, or is getting fired, how would you want this information to pass on? Also, how easy is the moving-on process for someone who’s retiring, leaving, or fired? How are you handling it from your end? Is it warm and personal? \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eThese questions need to be answered and kept as a part of your employee mapping process. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eThis is because every successful business succeeds when they stay ahead of the curve and plan for the future, not just in terms of revenue and growth, but for delivering the right employee experience to new and departing employees. \u003c/span\u003e\u003c/p\u003e\n\u003ch2 id=\"section4\"\u003e\u003cspan data-preserver-spaces=\"true\"\u003eHow To Create An Employee Journey Map?\u003c/span\u003e\u003c/h2\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eTo improve employee experience, the employee mapping process is pivotal. You can’t leave that and focus on improving the experience with just bonuses and a pleasant working environment. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eEmployees in 2021 expect more than that to stay satisfied. We’ve talked about the different stages where employee mapping can be done, but how to do that? This is one question that remains, and that’s what we’ll talk about here. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eSo with no further ado, time to let the cat out of the bag and discuss the 6-step process to creating an employee journey map. \u003c/span\u003e\u003c/p\u003e\n\u003ch3\u003e\u003cspan data-preserver-spaces=\"true\"\u003e#1 Build Personas\u003c/span\u003e\u003c/h3\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eThe first step starts with dividing your employees into different segments, also known as personas, based on their roles and qualities. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eThese personas shouldn’t be created based on age, gender, or experience, as that would mix employees of two distinct qualities and roles when their journeys in the organization are bound to be different. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eA software engineer, for example, is likely to have a very different experience and journey than someone from your sales team. Your employee mapping process would be far more effective if you segment employees rightly. \u003c/span\u003e\u003c/p\u003e\n\u003ch3\u003e\u003cspan data-preserver-spaces=\"true\"\u003e#2 Map Their Journeys\u003c/span\u003e\u003c/h3\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eOnce you have different employee personas, start mapping out their interactions with the organization, right from their initial contact (the recruitment process) till the last day.\u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003e An\u003c/span\u003e\u003ca class=\"editor-rtfLink\" href=\"https://surveysparrow.com/360-feedback-software/\" target=\"_blank\" \u003e\u003cspan data-preserver-spaces=\"true\"\u003e employee experience management tool\u003c/span\u003e\u003c/a\u003e\u003cspan data-preserver-spaces=\"true\"\u003e would do wonders here, as it’ll survey, store, and analyze every data about your employees to find actionable insights.\u003c/span\u003e\u003c/p\u003e\n\u003ch3\u003e\u003cspan data-preserver-spaces=\"true\"\u003e#3 Map Feedbacks\u003c/span\u003e\u003c/h3\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eTo truly understand the level of employee experience in your organization, map the feedback for employee personas with their respective employee journeys. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eSo for each persona, there should be a feedback mechanism attached to each stage in the employee journey that allows them to give or receive feedback without waiting an entire quarter or year for it. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eThe primary reason for this feedback mapping is to understand how employees are feeling within the organization and what should be done to improve their experience? From our perspective, this is the most crucial step of the employee mapping process. \u003c/span\u003e\u003c/p\u003e\n\u003ch3\u003e\u003cspan data-preserver-spaces=\"true\"\u003e#4 Measure Consistently\u003c/span\u003e\u003c/h3\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eThe next step in creating an employee journey map is consistent evaluation and analysis of feedback. You’ve put a feedback mechanism in every stage of the employee journey, but that would give proper results only if It’s analyzed the right way and consistently. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eFirst, there should be an organization-wide common metric for taking feedback. \u003c/span\u003e\u003ca class=\"editor-rtfLink\" href=\"https://surveysparrow.com/nps-software/\" target=\"_blank\" \u003e\u003cspan data-preserver-spaces=\"true\"\u003eNPS\u003c/span\u003e\u003c/a\u003e\u003cspan data-preserver-spaces=\"true\"\u003e would be a great option. You can also go for \u003c/span\u003e\u003ca class=\"editor-rtfLink\" href=\"https://surveysparrow.com/blog/likert-scale/\" target=\"_blank\" \u003e\u003cspan data-preserver-spaces=\"true\"\u003eLikert questions\u003c/span\u003e\u003c/a\u003e\u003cspan data-preserver-spaces=\"true\"\u003e to include questions involving core 5-point scale items. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eNext, there should be a consistent way of analyzing (measuring) the collected feedback. For example, if one team is tasked to analyze and present the results of such feedbacks, then it makes no sense for other teams to do the same work. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eSimilarly, if you’re using one employee engagement tool for feedback collection and analysis, then don’t try new tools again and again. That’ll lead to inconsistency in results and eventually alter your employee journey maps. This is not what you would want, right? \u003c/span\u003e\u003c/p\u003e\n\u003ch3\u003e\u003cspan data-preserver-spaces=\"true\"\u003e#5 Go For Automation\u003c/span\u003e\u003c/h3\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eSending out a survey manually to check engagement levels or analyzing the feedback results manually is a drain on resources, time, and energy for your teams.\u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003e Instead, like we’ve mentioned several times, go for an all-in-one employee experience management software that takes care of all your employee experience needs and helps your HR team with the mapping process. \u003c/span\u003e\u003c/p\u003e\n\u003ch3\u003e\u003cspan data-preserver-spaces=\"true\"\u003e#6 Combine, Evaluate, Improve \u003c/span\u003e\u003c/h3\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eFocusing on employee experience doesn’t mean giving up on \u003c/span\u003e\u003ca class=\"editor-rtfLink\" href=\"https://surveysparrow.com/employee-engagement-survey/\" target=\"_blank\" \u003e\u003cspan data-preserver-spaces=\"true\"\u003eemployee engagement surveys\u003c/span\u003e\u003c/a\u003e\u003cspan data-preserver-spaces=\"true\"\u003e. They should be combined while creating the employee journey map to get a proper understanding of what’s improving your employee’s experience and what’s not. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eWe’ve seen organizations conducting shorter, more frequent employee engagement surveys, evaluating results, and then mapping that up to the overall employee journey. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eCombining employee experience with engagement surveys would reveal the areas of improvement like attrition rates, cross-functional collaboration, onboarding process, training, and more. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eAlso, when you see an employee journey from start to finish, you’ll observe how the organization improved itself in giving the right employee experience along the way. For any organization that’s gunning for growth, this is powerful. \u003c/span\u003e\u003c/p\u003e\n\u003ch2 id=\"section5\"\u003e\u003cspan data-preserver-spaces=\"true\"\u003eEmployee Journey Map Template To Get You Started\u003c/span\u003e\u003c/h2\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eBefore wrapping it up, let’s give you one of our employee journey map templates that has everything we’ve discussed. Plus, this will get you started with your own employee mapping process. On we go. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eEmployee Journey Stages\u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003e Recruitment\u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003e Onboarding\u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003e Growth\u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003e Recognition \u0026amp; Reward\u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003e Exit\u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eTouchpoints\u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003e Applicant Tracking System (ATS)\u003c/span\u003e\u003c/p\u003e\n\u003cul\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eRecruiter contact\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eInterview\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003e Information on company goals and expectations\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eLunch with teams\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eDesk, email, and accessory allocation\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003e Training sessions\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eSeminars\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003ePerformance reviews\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003e Employee Experience Management Software\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eManagers\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eLeaders\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003e 1-1 meeting with manager and leaders\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eExit interview\u003c/span\u003e\u003c/li\u003e\n\u003c/ul\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eProcess\u003c/span\u003e\u003c/p\u003e\n\u003cul\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003e Submits resume through ATS\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eShortlisting \u0026amp; recruiter contact\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eRole-based interview\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eImmediate result declaration\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003e Role presentation\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eGoal setting for the first month \u0026amp; quarter\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eMeeting with the top management\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003e Expert seminars\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003e1-1 meeting with managers\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eEmployee performance review \u003c/span\u003e\u003c/li\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003e Recognitions \u0026amp; reward events\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003ePromotions\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eNew role and team\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003e Formal resignation over email after the exit interview\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eReceives final salary, bonuses, and rewards. \u003c/span\u003e\u003c/li\u003e\n\u003c/ul\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eEmployee/Candidate Experience\u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003e Satisfied\u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003ePain Points\u003c/span\u003e\u003c/p\u003e\n\u003cul\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003e More specific interviews can be conducted.\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eNeed to include more diverse candidates for interview\u003c/span\u003e\u003c/li\u003e\n\u003c/ul\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eNext Steps\u003c/span\u003e\u003c/p\u003e\n\u003cul\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003e Physical shortlisting for specific top-management roles.\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003e\u003cspan data-preserver-spaces=\"true\"\u003eHR team working with the IT team to improve ATS’ functioning. \u003c/span\u003e\u003c/li\u003e\n\u003c/ul\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eBlocks left vacant are filled when employees with specific personas or as individuals move ahead with their journey. \u003c/span\u003e\u003c/p\u003e\n\u003ch2\u003e\u003cspan data-preserver-spaces=\"true\"\u003eWrapping Up!\u003c/span\u003e\u003c/h2\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eWell, we covered everything that needed to be covered about employee mapping. From understanding about employee journey to talking about different stages of the employee mapping process, we had the right start. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eThen, we moved onto giving you a 6-step process to creating an employee journey map, and we wrapped up with a sample employee journey map template. All that’s left for you is to implement this article and create employee journey maps that could take their experience to the next level. \u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-preserver-spaces=\"true\"\u003eWe’re rooting for you to do that. For any help, we’re \u003c/span\u003e\u003ca class=\"editor-rtfLink\" href=\"https://surveysparrow.com/contact-us/\" target=\"_blank\" \u003e\u003cspan data-preserver-spaces=\"true\"\u003ehere\u003c/span\u003e\u003c/a\u003e\u003cspan data-preserver-spaces=\"true\"\u003e 24/7. Feel completely free to contact us. 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With extensive experience in product marketing and customer experience management, she is an accomplished author, podcast host, and mentor, sharing her expertise across diverse platforms and audiences.\u003c/p\u003e\",\"designation\":\"Product Marketing Manager at SurveySparrow\",\"profileOldImageUrl\":\"https://surveysparrow.com/wp-content/uploads/2020/07/Kate-100x100.jpg\",\"profilePicture\":\"$3c\"}\n"])</script><script>self.__next_f.push([1,"3a:{\"id\":16,\"attributes\":\"$3b\"}\n39:{\"data\":\"$3a\"}\n3d:{\"data\":null}\n"])</script><script>self.__next_f.push([1,"29:{\"title\":\"How To Do Employee Mapping In 2024?\",\"slug\":\"how-to-do-employee-mapping\",\"blogContent\":\"$2a\",\"isFeatured\":false,\"floatingMenuList\":\"\u003cdiv id=\\\"blog-foating-menus\\\"\u003e \u003cul class=\\\"nav\\\"\u003e \u003cli class=\\\"main-item\\\"\u003e \u003ca href=\\\"#id1\\\"\u003e \u003cdiv class=\\\"icon\\\"\u003e\u003c/div\u003e \u003cdiv class=\\\"text\\\"\u003eHow To Do Employee Mapping In 2021?\u003c/div\u003e \u003c/a\u003e \u003c/li\u003e \u003cli class=\\\"sub-item\\\"\u003e \u003ca href=\\\"#section1\\\"\u003e \u003cdiv class=\\\"icon\\\"\u003e\u003c/div\u003e \u003cdiv class=\\\"text\\\"\u003eUnderstanding Employee Journey\u003c/div\u003e \u003c/a\u003e \u003c/li\u003e \u003cli class=\\\"sub-item\\\"\u003e \u003ca href=\\\"#section2\\\"\u003e \u003cdiv class=\\\"icon\\\"\u003e\u003c/div\u003e \u003cdiv class=\\\"text\\\"\u003eWhat is Employee Journey Mapping?\u003c/div\u003e \u003c/a\u003e \u003c/li\u003e \u003cli class=\\\"sub-item\\\"\u003e \u003ca href=\\\"#section3\\\"\u003e \u003cdiv class=\\\"icon\\\"\u003e\u003c/div\u003e \u003cdiv class=\\\"text\\\"\u003eDifferent Stages Of Employee Journey Mapping\u003c/div\u003e \u003c/a\u003e \u003c/li\u003e \u003cli class=\\\"sub-item\\\"\u003e \u003ca href=\\\"#section4\\\"\u003e \u003cdiv class=\\\"icon\\\"\u003e\u003c/div\u003e \u003cdiv class=\\\"text\\\"\u003eHow To Create An Employee Journey 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xl:px-[2.5%] xl:pb-20 xl:pt-12\",\"children\":[[\"$\",\"div\",null,{\"className\":\"relative hidden w-64 xl:block xl:min-w-80 xl:max-w-80\",\"children\":[\"$\",\"div\",null,{\"className\":\"sticky top-[100px] w-full\",\"children\":[[\"$\",\"p\",null,{\"className\":\"mb-4 ml-1.5 mr-4 mt-9 font-poppins text-base font-semibold uppercase text-zinc-500\",\"children\":\"Table Of Contents\"}],[\"$\",\"$L25\",null,{\"innerData\":{\"title\":\"How To Do Employee Mapping In 2024?\",\"slug\":\"how-to-do-employee-mapping\",\"blogContent\":\"$26\",\"isFeatured\":false,\"floatingMenuList\":\"\u003cdiv id=\\\"blog-foating-menus\\\"\u003e \u003cul class=\\\"nav\\\"\u003e \u003cli class=\\\"main-item\\\"\u003e \u003ca href=\\\"#id1\\\"\u003e \u003cdiv class=\\\"icon\\\"\u003e\u003c/div\u003e \u003cdiv class=\\\"text\\\"\u003eHow To Do Employee Mapping In 2021?\u003c/div\u003e \u003c/a\u003e \u003c/li\u003e \u003cli class=\\\"sub-item\\\"\u003e \u003ca href=\\\"#section1\\\"\u003e \u003cdiv class=\\\"icon\\\"\u003e\u003c/div\u003e \u003cdiv class=\\\"text\\\"\u003eUnderstanding Employee Journey\u003c/div\u003e \u003c/a\u003e \u003c/li\u003e \u003cli class=\\\"sub-item\\\"\u003e \u003ca href=\\\"#section2\\\"\u003e \u003cdiv class=\\\"icon\\\"\u003e\u003c/div\u003e \u003cdiv class=\\\"text\\\"\u003eWhat is Employee Journey Mapping?\u003c/div\u003e \u003c/a\u003e \u003c/li\u003e \u003cli class=\\\"sub-item\\\"\u003e \u003ca href=\\\"#section3\\\"\u003e \u003cdiv class=\\\"icon\\\"\u003e\u003c/div\u003e \u003cdiv class=\\\"text\\\"\u003eDifferent Stages Of Employee Journey Mapping\u003c/div\u003e \u003c/a\u003e \u003c/li\u003e \u003cli class=\\\"sub-item\\\"\u003e \u003ca href=\\\"#section4\\\"\u003e \u003cdiv class=\\\"icon\\\"\u003e\u003c/div\u003e \u003cdiv class=\\\"text\\\"\u003eHow To Create An Employee Journey Map?\u003c/div\u003e \u003c/a\u003e \u003c/li\u003e \u003cli class=\\\"sub-item\\\"\u003e \u003ca href=\\\"#section5\\\"\u003e \u003cdiv class=\\\"icon\\\"\u003e\u003c/div\u003e \u003cdiv class=\\\"text\\\"\u003eFree Sample Employee Journey Map Template\u003c/div\u003e \u003c/a\u003e \u003c/li\u003e \u003c/ul\u003e \u003c/div\u003e\",\"convertSignupsToThrive\":true,\"readingTime\":\"17 min read\",\"feedbackWidget\":false,\"oldThumbnailUrl\":\"https://surveysparrow.com/wp-content/uploads/2021/09/How-to-create-an-employee-mapping-in-2021.png\",\"oldTemplateId\":null,\"oldTemplateLink\":null,\"createdAt\":\"2024-08-07T10:53:45.416Z\",\"updatedAt\":\"2024-05-14T08:42:02.000Z\",\"publishedAt\":\"2021-09-08T10:11:59.000Z\",\"blogType\":null,\"thumbnail\":{\"data\":null},\"blogExitPopUp\":{\"id\":976,\"exitPopup\":false,\"exitPopupTitle\":null,\"exitPopupLeftTitle\":null,\"exitPopupImage\":{\"data\":null}},\"blogPopup\":{\"id\":977,\"enableBlogPopup\":false,\"blogPopUpTitle\":null,\"blogPopUpSubTitle\":null},\"requestDemoCta\":{\"id\":976,\"enableRequestDemoCta\":false,\"demoOrCallback\":\"Demo\"},\"blogTopBanner\":null,\"faqSection\":[],\"blogCategories\":{\"data\":[{\"id\":1,\"attributes\":{\"name\":\"Best Of\"}},{\"id\":4,\"attributes\":{\"name\":\"Employee Experience\"}},{\"id\":14,\"attributes\":{\"name\":\"Uncategorized\"}}]},\"blogAuthor\":{\"data\":{\"id\":16,\"attributes\":{\"firstName\":\"Kate\",\"lastName\":\"Williams\",\"description\":\"\u003cp\u003eExcels in empowering visionary companies through storytelling and strategic go-to-market planning. With extensive experience in product marketing and customer experience management, she is an accomplished author, podcast host, and mentor, sharing her expertise across diverse platforms and audiences.\u003c/p\u003e\",\"designation\":\"Product Marketing Manager at SurveySparrow\",\"profileOldImageUrl\":\"https://surveysparrow.com/wp-content/uploads/2020/07/Kate-100x100.jpg\",\"profilePicture\":{\"data\":null}}}},\"blogGuestAuthor\":{\"data\":null}}}]]}]}],[\"$\",\"div\",null,{\"className\":\"flex w-full flex-col xl:w-[70%]\",\"id\":\"blog-content\",\"children\":[[\"$\",\"div\",null,{\"id\":\"blog-rich-text-content\",\"className\":\"$27\",\"children\":[[\"$\",\"p\",\"0\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"If you’re reading this article, it means you wish to focus on improving the employee experience, and you want to do that through mapping employee journeys. \"}]}],\"\\n\",[\"$\",\"p\",\"2\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Didn’t we get it right? \"}]}],\"\\n\",[\"$\",\"p\",\"4\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"You wish to deliver the best experience to your employees, just like other organizations that consider employee experience one of the most crucial business functions. But if you really want to master employee experience, you need to listen to the employees as much as you can. \"}]}],\"\\n\",[\"$\",\"p\",\"6\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Unless you listen, you won’t know what an employee wants or expects from you. So, you and your HR team need to listen to employees at every step of their journey to make decisions that can improve their experience.\"}]}],\"\\n\",[\"$\",\"p\",\"8\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"To listen and understand what your employees want or wish, you need to map their journey from the first day till the very last. And with no further ado, here’s a complete guide on how you can map out the entire employee journey in 2021.\"}]}],\"\\n\",[\"$\",\"h2\",\"10\",{\"id\":\"section1\",\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Understanding Employee Journey\"}]}],\"\\n\",[\"$\",\"p\",\"12\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Do you remember your grandma’s stories from the good ol’ days? All accounts mostly had the same foundation, where ‘The Hero’ achieved outstanding success after going through hardships or battles. \"}]}],\"\\n\",[\"$\",\"p\",\"14\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"The things that made the stories differently were slight changes in the plot. Either the character changed or some minor details, but it brought a new story altogether. \"}]}],\"\\n\",[\"$\",\"p\",\"16\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"The concept of employee journey can be explained similarly. Every organization has a set framework on what their ideal employee is.\"}]}],\"\\n\",[\"$\",\"p\",\"18\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\" This framework is put on them when new employees join, which gradually changes (with small things) along their journeys. \"}]}],\"\\n\",[\"$\",\"p\",\"20\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"So, if employee journeys are tracked correctly, no two employees would have the same journeys.\"}]}],\"\\n\",[\"$\",\"p\",\"22\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\" And that’s why it’s so crucial for businesses to track them. So, let’s now delve into employee mapping. Ready with your coffee?\"}]}],\"\\n\",[\"$\",\"h2\",\"24\",{\"id\":\"section2\",\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"What is Employee Journey Mapping?\"}]}],\"\\n\",[\"$\",\"p\",\"26\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"To improve employee experience, organizations focus on knowing the employee journeys. The best way to do that is by employee mapping. And the best way to explain employee mapping is with maps! \"}]}],\"\\n\",[\"$\",\"p\",\"28\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Open a world map on your smartphone and select the country you live in. Now, select the state, city, area, street, and finally, your apartment or house number. That’s you right there! So, from the world map, we zoomed in till we could find your residence. \"}]}],\"\\n\",[\"$\",\"p\",\"30\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Organizations do the same to know about the journey of an employee.\"}]}],\"\\n\",[\"$\",\"p\",\"32\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\" When someone joins them, an empty block is dedicated to him/her, which is constantly updated with information until this employee is at the organization. \"}]}],\"\\n\",[\"$\",\"p\",\"34\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"And looking at the information on this block, your HR team can know all about the employee, his journey, experiences, and work. That’s the power of creating an employee journey map. \"}]}],\"\\n\",[\"$\",\"p\",\"36\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Apart from knowing the entire employee journey, such mapping helps organizations to prioritize resources, clarify roles, and identify crucial moments by mapping journeys to identify employee satisfaction levels. Employee journey mapping also allows you to:\"}]}],\"\\n\",[\"$\",\"ul\",\"38\",{\"children\":[\"\\n\",[\"$\",\"li\",\"1\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Form a common organizational view on how to deliver the right employee experience.\"}]}],\"\\n\"]}],\"\\n\",[\"$\",\"ul\",\"40\",{\"children\":[\"\\n\",[\"$\",\"li\",\"1\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Focus on the EX program that works best on employees’ common crucial moments. \"}]}],\"\\n\"]}],\"\\n\",[\"$\",\"ul\",\"42\",{\"children\":[\"\\n\",[\"$\",\"li\",\"1\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Understanding employees on an emotional level to see what motivates them. \"}]}],\"\\n\"]}],\"\\n\",[\"$\",\"ul\",\"44\",{\"children\":[\"\\n\",[\"$\",\"li\",\"1\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Developing employee-centric thinking and actions on an organization-wide level.\"}]}],\"\\n\"]}],\"\\n\",[\"$\",\"ul\",\"46\",{\"children\":[\"\\n\",[\"$\",\"li\",\"1\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Appreciate employees when it matters the most for them. \"}]}],\"\\n\"]}],\"\\n\",[\"$\",\"ul\",\"48\",{\"children\":[\"\\n\",[\"$\",\"li\",\"1\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Developing an ideal employee profile based on your organization’s culture and needs.\"}]}],\"\\n\"]}],\"\\n\",[\"$\",\"h2\",\"50\",{\"id\":\"section3\",\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Different Stages Of Employee Journey Mapping\"}]}],\"\\n\",[\"$\",\"p\",\"52\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"You now know what employee journey and employee journey mapping are. But what are the different stages of this mapping process? We’ll figure that out here. Feel free to use these stages based on your business requirements. Let’s start, then. \"}]}],\"\\n\",[\"$\",\"h3\",\"54\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Finding The Right Employee\"}]}],\"\\n\",[\"$\",\"p\",\"56\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Believe it or not, the most common brand deteriorating mistake happens in this first employee mapping stage. From what we’ve seen, organizations either take the recruitment process too casually or too seriously. \"}]}],\"\\n\",[\"$\",\"p\",\"58\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Don’t get us wrong, being serious during recruitment is good, but what’s the point in copying Google’s 19.5 step interview process (19.5! Yeah, that’s right) for a job role that doesn’t need that? \"}]}],\"\\n\",[\"$\",\"p\",\"60\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"The process of employee mapping starts from this stage. \"}]}],\"\\n\",[\"$\",\"p\",\"62\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"The HR team should devise a process on how potential employees would find about the job role, how they’ll apply, how you’ll conduct the interviews, and how you’ll get back to them. With the decision?\"}]}],\"\\n\",[\"$\",\"p\",\"64\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"We’ve all come across job postings were applying to it was a pain in the back. \"}]}],\"\\n\",[\"$\",\"p\",\"66\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Instead of asking for a resume and a few simple introductory questions, they conduct a mini-interview right in the application form! This makes the process long, longer than what the candidate hoped for, affecting their first impression of the organization.\"}]}],\"\\n\",[\"$\",\"p\",\"68\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Hopefully, your organization doesn’t have such an application process. \"}]}],\"\\n\",[\"$\",\"p\",\"70\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"The best way to take corrective actions is to talk with your recently hired employees or go through the process yourself even if you have. This way, you and the HR team would exactly see where the problem lies, and tweaks can then be made. \"}]}],\"\\n\",[\"$\",\"p\",\"72\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"As we mentioned at the start, keep the interview process based on your requirements. Anything more than what you need is a waste of time for your recruitment team and the candidate. \"}]}],\"\\n\",[\"$\",\"h3\",\"74\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"The Package\"}]}],\"\\n\",[\"$\",\"p\",\"76\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Once you’ve found the right candidate, discuss their salary and bonuses as quickly as you can. Don’t keep them in the dark for months, saying they’re selected but not discussing the salary package until a week before joining. \"}]}],\"\\n\",[\"$\",\"p\",\"78\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"In the complete employee experience journey, this is one of the most crucial yet the most ignored step. As an organization looking to map the entire employee journey, this is where you need to be proactive. \"}]}],\"\\n\",[\"$\",\"p\",\"80\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Either be upfront about the overall package or make sure the selected candidate knows about it as early as possible. \"}]}],\"\\n\",[\"$\",\"p\",\"82\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Please don’t mistake giving less package just because the experience and culture in your organization are good. \"}]}],\"\\n\",[\"$\",\"p\",\"84\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Experience \u0026 culture are different stories, one which the selected candidates would think about after getting an expected salary package. \"}]}],\"\\n\",[\"$\",\"h3\",\"86\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Pre-boarding\"}]}],\"\\n\",[\"$\",\"p\",\"88\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Once you’ve selected candidates and they’ve accepted the salary package, the next step is the onboarding process. But before onboarding, there’s pre-boarding. Again, this can be part of the employee mapping process or left out depending on you and the HR team. \"}]}],\"\\n\",[\"$\",\"p\",\"90\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Our say would be to include this stage, albeit in a small manner, to give joiners the time and information to understand organizational goals, culture, and expectations. \"}]}],\"\\n\",[\"$\",\"p\",\"92\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"As part of the employee mapping process, the least your teams should do is to give joiners a thorough guide on what their first day, week, month, and year would look like in the organization.\"}]}],\"\\n\",[\"$\",\"p\",\"94\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\" And, if possible, take them out for a team lunch before their first day. This simple act would help relieve anxieties and bring excitement for their new job. \"}]}],\"\\n\",[\"$\",\"h3\",\"96\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"First Day! \"}]}],\"\\n\",[\"$\",\"p\",\"98\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"The first day is as crucial as it can get for your employee experience process. In the entire employee mapping process, this stage is an integral part. \"}]}],\"\\n\",[\"$\",\"p\",\"100\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"New joiners are already feeling nervous (even after a pre-boarding process) about their new job, office, meeting new colleagues, and working on new business goals. So seeing people staring at them, not knowing they’re new, won’t be a good start at all. \"}]}],\"\\n\",[\"$\",\"p\",\"102\",{\"children\":[[\"$\",\"a\",\"0\",{\"className\":\"editor-rtfLink\",\"href\":\"https://www.shrm.org/ResourcesAndTools/hr-topics/employee-relations/Pages/2016-Job-Satisfaction-and-Engagement-Survey.aspx\",\"target\":\"_blank\",\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"70% of employees\"}]}],[\"$\",\"span\",\"1\",{\"data-preserver-spaces\":\"true\",\"children\":\" wish to be empowered to succeed in an organization, and it all starts from day 1! Ask your recent joiners about their experience to get an idea of how things can be improved. \"}]]}],\"\\n\",[\"$\",\"p\",\"104\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"If you want employees to stay for long, the key is to keep evolving and mapping this stage. \"}]}],\"\\n\",[\"$\",\"h3\",\"106\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Growth Trajectory\"}]}],\"\\n\",[\"$\",\"p\",\"108\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Employees, new or old, need to constantly learn and grow along with the organization. Unfortunately, we often see companies giving the right employee experience during the onboarding process but struggling to do that later in the employee journey. \"}]}],\"\\n\",[\"$\",\"p\",\"110\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"This severely affects their employee experience levels, which is why this stage should be an essential part of any employee mapping process. \"}]}],\"\\n\",[\"$\",\"p\",\"112\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"If employees are growing well, they’ll be dedicated to working on goals and will deliver results. The opposite is seen when employees get stagnant in the organization. They lose the motivation to keep gunning for goals and results.\"}]}],\"\\n\",[\"$\",\"p\",\"114\",{\"children\":[[\"$\",\"span\",\"0\",{\"data-preserver-spaces\":\"true\",\"children\":\" This hurts both the employees and the company, but that’s how it is. A \"}],[\"$\",\"a\",\"1\",{\"className\":\"editor-rtfLink\",\"href\":\"https://surveysparrow.com/blog/how-to-create-a-30-60-90-day-plan/\",\"target\":\"_blank\",\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"30, 60, 90-day plan\"}]}],[\"$\",\"span\",\"2\",{\"data-preserver-spaces\":\"true\",\"children\":\" for employees would be a great place to start. But a detailed structure, with long-term planning, needs to be put in place if elevating their experience with your company is the goal. \"}]]}],\"\\n\",[\"$\",\"h3\",\"116\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Engagement Level\"}]}],\"\\n\",[\"$\",\"p\",\"118\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"This is again a stage where organizations falter in the employee mapping process. Once the employees are settled well, the engagement level with them dives. \"}]}],\"\\n\",[\"$\",\"p\",\"120\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"They are given their KPIs and projects while expecting results robotically. The only proper engagement that takes place during business hours is about work. What about employee engagement and their wellness? \"}]}],\"\\n\",[\"$\",\"p\",\"122\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Why does that take a back seat? \"}]}],\"\\n\",[\"$\",\"p\",\"124\",{\"children\":[[\"$\",\"span\",\"0\",{\"data-preserver-spaces\":\"true\",\"children\":\"A\"}],[\"$\",\"a\",\"1\",{\"className\":\"editor-rtfLink\",\"href\":\"https://surveysparrow.com/360-feedback-software/\",\"target\":\"_blank\",\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\" 360-degree assessment tool\"}]}],[\"$\",\"span\",\"2\",{\"data-preserver-spaces\":\"true\",\"children\":\" is a must for organizations to keep the employee experience and engagement levels right. \"}]]}],\"\\n\",[\"$\",\"h3\",\"126\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Performance Review\"}]}],\"\\n\",[\"$\",\"p\",\"128\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"From our experience of building a healthy work environment, we’ve observed that performance reviews are the most crucial step in the employee mapping. This is because every employee’s motivation and work ethic depends on what their manager and leaders think about their recent them and their work. \"}]}],\"\\n\",[\"$\",\"p\",\"130\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Every employee’s reaction and performance review reports should be properly mapped, and based on that, actions should be taken. \"}]}],\"\\n\",[\"$\",\"p\",\"132\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"As mentioned, a 360-degree assessment tool would do well in generating reports based on employee surveys that’ll help companies upgrade their EX programs. \"}]}],\"\\n\",[\"$\",\"p\",\"134\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Here are a few questions your HR team should ask themselves before conducting a performance review: \"}]}],\"\\n\",[\"$\",\"ul\",\"136\",{\"children\":[\"\\n\",[\"$\",\"li\",\"1\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Who would all give feedback during the performance review?\"}]}],\"\\n\"]}],\"\\n\",[\"$\",\"ul\",\"138\",{\"children\":[\"\\n\",[\"$\",\"li\",\"1\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"What kind of feedback would they receive? How detailed would that be?\"}]}],\"\\n\"]}],\"\\n\",[\"$\",\"ul\",\"140\",{\"children\":[\"\\n\",[\"$\",\"li\",\"1\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Are these performance reviews happening once a year or every quarter?\"}]}],\"\\n\"]}],\"\\n\",[\"$\",\"ul\",\"142\",{\"children\":[\"\\n\",[\"$\",\"li\",\"1\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Where can employees go for further feedback, guidance, or clarification?\"}]}],\"\\n\"]}],\"\\n\",[\"$\",\"ul\",\"144\",{\"children\":[\"\\n\",[\"$\",\"li\",\"1\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"For what work are they receiving feedback?\"}]}],\"\\n\"]}],\"\\n\",[\"$\",\"ul\",\"146\",{\"children\":[\"\\n\",[\"$\",\"li\",\"1\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"How can the overall performance review process be improved? \"}]}],\"\\n\"]}],\"\\n\",[\"$\",\"h3\",\"148\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Recognition \u0026 Rewards\"}]}],\"\\n\",[\"$\",\"p\",\"150\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"If the employees have done well, don’t just appreciate them personally or over a performance review. Recognize them in front of everyone while also reward them. \"}]}],\"\\n\",[\"$\",\"p\",\"152\",{\"children\":[[\"$\",\"span\",\"0\",{\"data-preserver-spaces\":\"true\",\"children\":\"Every employee wants to see something come out of their hard work. No, we aren’t just talking about a wallet or an Amazon gift card. Give recognition and rewards that get etched in their memories and motivate them to do better. Want ideas? \"}],[\"$\",\"a\",\"1\",{\"className\":\"editor-rtfLink\",\"href\":\"https://surveysparrow.com/blog/employee-appreciation-ideas/\",\"target\":\"_blank\",\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Use this\"}]}],[\"$\",\"span\",\"2\",{\"data-preserver-spaces\":\"true\",\"children\":\". \"}]]}],\"\\n\",[\"$\",\"h3\",\"154\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"New Roles\"}]}],\"\\n\",[\"$\",\"p\",\"156\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"What structure do you have in place for employees getting promotions? For example, are they talking to the ones who worked in that role, or do you have an additional onboarding process for that? \"}]}],\"\\n\",[\"$\",\"p\",\"158\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Organizations often miss out, but this stage should be included in the employee mapping process.\"}]}],\"\\n\",[\"$\",\"p\",\"160\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\" Taking up a new role can be a daunting task if support and guidance are not given to employees, and that affects how satisfied they are with their employer? \"}]}],\"\\n\",[\"$\",\"p\",\"162\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"The questions to outline and guide employees with are: \"}]}],\"\\n\",[\"$\",\"ul\",\"164\",{\"children\":[\"\\n\",[\"$\",\"li\",\"1\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"What are their additional responsibilities? \"}]}],\"\\n\"]}],\"\\n\",[\"$\",\"ul\",\"166\",{\"children\":[\"\\n\",[\"$\",\"li\",\"1\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Where can they get mentorship from? \"}]}],\"\\n\"]}],\"\\n\",[\"$\",\"ul\",\"168\",{\"children\":[\"\\n\",[\"$\",\"li\",\"1\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"What is going to change in their day-to-day?\"}]}],\"\\n\"]}],\"\\n\",[\"$\",\"ul\",\"170\",{\"children\":[\"\\n\",[\"$\",\"li\",\"1\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"What exactly would their targets be? \"}]}],\"\\n\"]}],\"\\n\",[\"$\",\"ul\",\"172\",{\"children\":[\"\\n\",[\"$\",\"li\",\"1\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"How much time would they get to understand and adapt to the new role?\"}]}],\"\\n\"]}],\"\\n\",[\"$\",\"p\",\"174\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"These are the crucial questions to ask and answer in the advancing phase of the employee journey mapping process.\"}]}],\"\\n\",[\"$\",\"h3\",\"176\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Future Planning \"}]}],\"\\n\",[\"$\",\"p\",\"178\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Imagine this. \"}]}],\"\\n\",[\"$\",\"p\",\"180\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"An employee who spent decades at an organization is now planning to retire. This employee has delivered whatever was expected from him. He has mentored young talents and overseen their growth. Now, how will an organization cope with the loss of this employee? \"}]}],\"\\n\",[\"$\",\"p\",\"182\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"The scenario here could’ve also been of someone leaving a company for another role at another firm. Or an organization, unfortunately, need to cut back on staff. \"}]}],\"\\n\",[\"$\",\"p\",\"184\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Think it from your perspective, how will the remaining employees deal with such events? \"}]}],\"\\n\",[\"$\",\"p\",\"186\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"If someone is retiring, leaving, or is getting fired, how would you want this information to pass on? Also, how easy is the moving-on process for someone who’s retiring, leaving, or fired? How are you handling it from your end? Is it warm and personal? \"}]}],\"\\n\",[\"$\",\"p\",\"188\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"These questions need to be answered and kept as a part of your employee mapping process. \"}]}],\"\\n\",[\"$\",\"p\",\"190\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"This is because every successful business succeeds when they stay ahead of the curve and plan for the future, not just in terms of revenue and growth, but for delivering the right employee experience to new and departing employees. \"}]}],\"\\n\",[\"$\",\"h2\",\"192\",{\"id\":\"section4\",\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"How To Create An Employee Journey Map?\"}]}],\"\\n\",[\"$\",\"p\",\"194\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"To improve employee experience, the employee mapping process is pivotal. You can’t leave that and focus on improving the experience with just bonuses and a pleasant working environment. \"}]}],\"\\n\",[\"$\",\"p\",\"196\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Employees in 2021 expect more than that to stay satisfied. We’ve talked about the different stages where employee mapping can be done, but how to do that? This is one question that remains, and that’s what we’ll talk about here. \"}]}],\"\\n\",[\"$\",\"p\",\"198\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"So with no further ado, time to let the cat out of the bag and discuss the 6-step process to creating an employee journey map. \"}]}],\"\\n\",[\"$\",\"h3\",\"200\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"#1 Build Personas\"}]}],\"\\n\",[\"$\",\"p\",\"202\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"The first step starts with dividing your employees into different segments, also known as personas, based on their roles and qualities. \"}]}],\"\\n\",[\"$\",\"p\",\"204\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"These personas shouldn’t be created based on age, gender, or experience, as that would mix employees of two distinct qualities and roles when their journeys in the organization are bound to be different. \"}]}],\"\\n\",[\"$\",\"p\",\"206\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"A software engineer, for example, is likely to have a very different experience and journey than someone from your sales team. Your employee mapping process would be far more effective if you segment employees rightly. \"}]}],\"\\n\",[\"$\",\"h3\",\"208\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"#2 Map Their Journeys\"}]}],\"\\n\",[\"$\",\"p\",\"210\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Once you have different employee personas, start mapping out their interactions with the organization, right from their initial contact (the recruitment process) till the last day.\"}]}],\"\\n\",[\"$\",\"p\",\"212\",{\"children\":[[\"$\",\"span\",\"0\",{\"data-preserver-spaces\":\"true\",\"children\":\" An\"}],[\"$\",\"a\",\"1\",{\"className\":\"editor-rtfLink\",\"href\":\"https://surveysparrow.com/360-feedback-software/\",\"target\":\"_blank\",\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\" employee experience management tool\"}]}],[\"$\",\"span\",\"2\",{\"data-preserver-spaces\":\"true\",\"children\":\" would do wonders here, as it’ll survey, store, and analyze every data about your employees to find actionable insights.\"}]]}],\"\\n\",[\"$\",\"h3\",\"214\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"#3 Map Feedbacks\"}]}],\"\\n\",[\"$\",\"p\",\"216\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"To truly understand the level of employee experience in your organization, map the feedback for employee personas with their respective employee journeys. \"}]}],\"\\n\",[\"$\",\"p\",\"218\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"So for each persona, there should be a feedback mechanism attached to each stage in the employee journey that allows them to give or receive feedback without waiting an entire quarter or year for it. \"}]}],\"\\n\",[\"$\",\"p\",\"220\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"The primary reason for this feedback mapping is to understand how employees are feeling within the organization and what should be done to improve their experience? From our perspective, this is the most crucial step of the employee mapping process. \"}]}],\"\\n\",[\"$\",\"h3\",\"222\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"#4 Measure Consistently\"}]}],\"\\n\",[\"$\",\"p\",\"224\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"The next step in creating an employee journey map is consistent evaluation and analysis of feedback. You’ve put a feedback mechanism in every stage of the employee journey, but that would give proper results only if It’s analyzed the right way and consistently. \"}]}],\"\\n\",[\"$\",\"p\",\"226\",{\"children\":[[\"$\",\"span\",\"0\",{\"data-preserver-spaces\":\"true\",\"children\":\"First, there should be an organization-wide common metric for taking feedback. \"}],[\"$\",\"a\",\"1\",{\"className\":\"editor-rtfLink\",\"href\":\"https://surveysparrow.com/nps-software/\",\"target\":\"_blank\",\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"NPS\"}]}],[\"$\",\"span\",\"2\",{\"data-preserver-spaces\":\"true\",\"children\":\" would be a great option. You can also go for \"}],[\"$\",\"a\",\"3\",{\"className\":\"editor-rtfLink\",\"href\":\"https://surveysparrow.com/blog/likert-scale/\",\"target\":\"_blank\",\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Likert questions\"}]}],[\"$\",\"span\",\"4\",{\"data-preserver-spaces\":\"true\",\"children\":\" to include questions involving core 5-point scale items. \"}]]}],\"\\n\",[\"$\",\"p\",\"228\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Next, there should be a consistent way of analyzing (measuring) the collected feedback. For example, if one team is tasked to analyze and present the results of such feedbacks, then it makes no sense for other teams to do the same work. \"}]}],\"\\n\",[\"$\",\"p\",\"230\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Similarly, if you’re using one employee engagement tool for feedback collection and analysis, then don’t try new tools again and again. That’ll lead to inconsistency in results and eventually alter your employee journey maps. This is not what you would want, right? \"}]}],\"\\n\",[\"$\",\"h3\",\"232\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"#5 Go For Automation\"}]}],\"\\n\",[\"$\",\"p\",\"234\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Sending out a survey manually to check engagement levels or analyzing the feedback results manually is a drain on resources, time, and energy for your teams.\"}]}],\"\\n\",[\"$\",\"p\",\"236\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\" Instead, like we’ve mentioned several times, go for an all-in-one employee experience management software that takes care of all your employee experience needs and helps your HR team with the mapping process. \"}]}],\"\\n\",[\"$\",\"h3\",\"238\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"#6 Combine, Evaluate, Improve \"}]}],\"\\n\",[\"$\",\"p\",\"240\",{\"children\":[[\"$\",\"span\",\"0\",{\"data-preserver-spaces\":\"true\",\"children\":\"Focusing on employee experience doesn’t mean giving up on \"}],[\"$\",\"a\",\"1\",{\"className\":\"editor-rtfLink\",\"href\":\"https://surveysparrow.com/employee-engagement-survey/\",\"target\":\"_blank\",\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"employee engagement surveys\"}]}],[\"$\",\"span\",\"2\",{\"data-preserver-spaces\":\"true\",\"children\":\". They should be combined while creating the employee journey map to get a proper understanding of what’s improving your employee’s experience and what’s not. \"}]]}],\"\\n\",[\"$\",\"p\",\"242\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"We’ve seen organizations conducting shorter, more frequent employee engagement surveys, evaluating results, and then mapping that up to the overall employee journey. \"}]}],\"\\n\",[\"$\",\"p\",\"244\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Combining employee experience with engagement surveys would reveal the areas of improvement like attrition rates, cross-functional collaboration, onboarding process, training, and more. \"}]}],\"\\n\",[\"$\",\"p\",\"246\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Also, when you see an employee journey from start to finish, you’ll observe how the organization improved itself in giving the right employee experience along the way. For any organization that’s gunning for growth, this is powerful. \"}]}],\"\\n\",[\"$\",\"h2\",\"248\",{\"id\":\"section5\",\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Employee Journey Map Template To Get You Started\"}]}],\"\\n\",[\"$\",\"p\",\"250\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Before wrapping it up, let’s give you one of our employee journey map templates that has everything we’ve discussed. Plus, this will get you started with your own employee mapping process. On we go. \"}]}],\"\\n\",[\"$\",\"p\",\"252\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Employee Journey Stages\"}]}],\"\\n\",[\"$\",\"p\",\"254\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\" Recruitment\"}]}],\"\\n\",[\"$\",\"p\",\"256\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\" Onboarding\"}]}],\"\\n\",[\"$\",\"p\",\"258\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\" Growth\"}]}],\"\\n\",[\"$\",\"p\",\"260\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\" Recognition \u0026 Reward\"}]}],\"\\n\",[\"$\",\"p\",\"262\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\" Exit\"}]}],\"\\n\",[\"$\",\"p\",\"264\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Touchpoints\"}]}],\"\\n\",[\"$\",\"p\",\"266\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\" Applicant Tracking System (ATS)\"}]}],\"\\n\",[\"$\",\"ul\",\"268\",{\"children\":[\"\\n\",[\"$\",\"li\",\"1\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Recruiter contact\"}]}],\"\\n\",[\"$\",\"li\",\"3\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Interview\"}]}],\"\\n\",[\"$\",\"li\",\"5\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\" Information on company goals and expectations\"}]}],\"\\n\",[\"$\",\"li\",\"7\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Lunch with teams\"}]}],\"\\n\",[\"$\",\"li\",\"9\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Desk, email, and accessory allocation\"}]}],\"\\n\",[\"$\",\"li\",\"11\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\" Training sessions\"}]}],\"\\n\",[\"$\",\"li\",\"13\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Seminars\"}]}],\"\\n\",[\"$\",\"li\",\"15\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Performance reviews\"}]}],\"\\n\",[\"$\",\"li\",\"17\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\" Employee Experience Management Software\"}]}],\"\\n\",[\"$\",\"li\",\"19\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Managers\"}]}],\"\\n\",[\"$\",\"li\",\"21\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Leaders\"}]}],\"\\n\",[\"$\",\"li\",\"23\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\" 1-1 meeting with manager and leaders\"}]}],\"\\n\",[\"$\",\"li\",\"25\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Exit interview\"}]}],\"\\n\"]}],\"\\n\",[\"$\",\"p\",\"270\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Process\"}]}],\"\\n\",[\"$\",\"ul\",\"272\",{\"children\":[\"\\n\",[\"$\",\"li\",\"1\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\" Submits resume through ATS\"}]}],\"\\n\",[\"$\",\"li\",\"3\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Shortlisting \u0026 recruiter contact\"}]}],\"\\n\",[\"$\",\"li\",\"5\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Role-based interview\"}]}],\"\\n\",[\"$\",\"li\",\"7\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Immediate result declaration\"}]}],\"\\n\",[\"$\",\"li\",\"9\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\" Role presentation\"}]}],\"\\n\",[\"$\",\"li\",\"11\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Goal setting for the first month \u0026 quarter\"}]}],\"\\n\",[\"$\",\"li\",\"13\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Meeting with the top management\"}]}],\"\\n\",[\"$\",\"li\",\"15\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\" Expert seminars\"}]}],\"\\n\",[\"$\",\"li\",\"17\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"1-1 meeting with managers\"}]}],\"\\n\",[\"$\",\"li\",\"19\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Employee performance review \"}]}],\"\\n\",[\"$\",\"li\",\"21\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\" Recognitions \u0026 reward events\"}]}],\"\\n\",[\"$\",\"li\",\"23\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Promotions\"}]}],\"\\n\",[\"$\",\"li\",\"25\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"New role and team\"}]}],\"\\n\",[\"$\",\"li\",\"27\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\" Formal resignation over email after the exit interview\"}]}],\"\\n\",[\"$\",\"li\",\"29\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Receives final salary, bonuses, and rewards. \"}]}],\"\\n\"]}],\"\\n\",[\"$\",\"p\",\"274\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Employee/Candidate Experience\"}]}],\"\\n\",[\"$\",\"p\",\"276\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\" Satisfied\"}]}],\"\\n\",[\"$\",\"p\",\"278\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Pain Points\"}]}],\"\\n\",[\"$\",\"ul\",\"280\",{\"children\":[\"\\n\",[\"$\",\"li\",\"1\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\" More specific interviews can be conducted.\"}]}],\"\\n\",[\"$\",\"li\",\"3\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Need to include more 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Up!\"}]}],\"\\n\",[\"$\",\"p\",\"290\",{\"children\":[\"$\",\"span\",null,{\"data-preserver-spaces\":\"true\",\"children\":\"Well, we covered everything that needed to be covered about employee mapping. 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md:text-2xl\",\"children\":[\"15 Methods To Collect Customer Feedback\",\"$undefined\"]}],false]}]}]]}]}]]}]}]\n"])</script><script>self.__next_f.push([1,""])</script><div hidden id="S:1"><section class="bg-white py-12"><div class="container"><h4 class="mb-7 text-center text-2xl font-medium leading-tight text-zinc-800 md:text-3xl">You Might Also Like</h4><div class="overflow-hidden"><div class=""><div role="presentation" class="flex h-auto max-sm:first:ml-3.5"><a href="/blog/systematic-sampling/" class="group mb-12 w-80 basis-full animate-[overlayShow_300ms_ease-in-out] transition-all duration-500 ease-in-out md:mb-20 md:basis-1/2 md:px-4 lg:basis-1/3 min-w-0 grow-0 shrink-0 max-sm:!basis-full sm:max-lg:!basis-1/2 mb-0 md:!px-3 false"><div class="size-full rounded-xl p-2 transition-all duration-300 group-hover:bg-stone-300/30"><div class="relative mb-6 h-48 w-full rounded-xl bg-neutral-200"><img alt="what is systematic sampling" title="Systematic Sampling 101: Definition, Types and Examples" loading="lazy" decoding="async" data-nimg="fill" class="size-full rounded-xl object-cover" style="position:absolute;height:100%;width:100%;left:0;top:0;right:0;bottom:0;color:transparent" sizes="100vw" srcSet="/_next/image/?url=https%3A%2F%2Fstatic.surveysparrow.com%2Fsite%2Fstrapi-content%2Fuploads%2F2024%2F09%2Fmedium_what_is_systematic_sampling_0d4d4df888.png&amp;w=640&amp;q=75 640w, /_next/image/?url=https%3A%2F%2Fstatic.surveysparrow.com%2Fsite%2Fstrapi-content%2Fuploads%2F2024%2F09%2Fmedium_what_is_systematic_sampling_0d4d4df888.png&amp;w=750&amp;q=75 750w, /_next/image/?url=https%3A%2F%2Fstatic.surveysparrow.com%2Fsite%2Fstrapi-content%2Fuploads%2F2024%2F09%2Fmedium_what_is_systematic_sampling_0d4d4df888.png&amp;w=828&amp;q=75 828w, /_next/image/?url=https%3A%2F%2Fstatic.surveysparrow.com%2Fsite%2Fstrapi-content%2Fuploads%2F2024%2F09%2Fmedium_what_is_systematic_sampling_0d4d4df888.png&amp;w=1080&amp;q=75 1080w, /_next/image/?url=https%3A%2F%2Fstatic.surveysparrow.com%2Fsite%2Fstrapi-content%2Fuploads%2F2024%2F09%2Fmedium_what_is_systematic_sampling_0d4d4df888.png&amp;w=1200&amp;q=75 1200w, /_next/image/?url=https%3A%2F%2Fstatic.surveysparrow.com%2Fsite%2Fstrapi-content%2Fuploads%2F2024%2F09%2Fmedium_what_is_systematic_sampling_0d4d4df888.png&amp;w=1920&amp;q=75 1920w, /_next/image/?url=https%3A%2F%2Fstatic.surveysparrow.com%2Fsite%2Fstrapi-content%2Fuploads%2F2024%2F09%2Fmedium_what_is_systematic_sampling_0d4d4df888.png&amp;w=2048&amp;q=75 2048w, /_next/image/?url=https%3A%2F%2Fstatic.surveysparrow.com%2Fsite%2Fstrapi-content%2Fuploads%2F2024%2F09%2Fmedium_what_is_systematic_sampling_0d4d4df888.png&amp;w=3840&amp;q=75 3840w" src="/_next/image/?url=https%3A%2F%2Fstatic.surveysparrow.com%2Fsite%2Fstrapi-content%2Fuploads%2F2024%2F09%2Fmedium_what_is_systematic_sampling_0d4d4df888.png&amp;w=3840&amp;q=75"/></div><div class="mb-3 flex items-center justify-start gap-x-2.5"><p class="text-base font-medium leading-none text-rose-500">General</p></div><h5 class="text-xl font-semibold !leading-tight text-zinc-800 md:text-2xl">Systematic Sampling 101: Definition, Types and Examples</h5></div></a><a href="/blog/covid-vaccine-facts/" class="group mb-12 w-80 basis-full animate-[overlayShow_300ms_ease-in-out] transition-all duration-500 ease-in-out md:mb-20 md:basis-1/2 md:px-4 lg:basis-1/3 min-w-0 grow-0 shrink-0 max-sm:!basis-full sm:max-lg:!basis-1/2 mb-0 md:!px-3 false"><div class="size-full rounded-xl p-2 transition-all duration-300 group-hover:bg-stone-300/30"><div class="relative mb-6 h-48 w-full rounded-xl bg-neutral-200"><img alt="Covid Vaccine: All You Need To Know!" title="Covid Vaccine: All You Need To Know!" loading="lazy" decoding="async" data-nimg="fill" class="size-full rounded-xl object-cover" style="position:absolute;height:100%;width:100%;left:0;top:0;right:0;bottom:0;color:transparent" sizes="100vw" srcSet="/_next/image/?url=https%3A%2F%2Fsurveysparrow.com%2Fwp-content%2Fuploads%2F2021%2F05%2Fcovid-vaccine-facts.png&amp;w=640&amp;q=75 640w, /_next/image/?url=https%3A%2F%2Fsurveysparrow.com%2Fwp-content%2Fuploads%2F2021%2F05%2Fcovid-vaccine-facts.png&amp;w=750&amp;q=75 750w, /_next/image/?url=https%3A%2F%2Fsurveysparrow.com%2Fwp-content%2Fuploads%2F2021%2F05%2Fcovid-vaccine-facts.png&amp;w=828&amp;q=75 828w, /_next/image/?url=https%3A%2F%2Fsurveysparrow.com%2Fwp-content%2Fuploads%2F2021%2F05%2Fcovid-vaccine-facts.png&amp;w=1080&amp;q=75 1080w, /_next/image/?url=https%3A%2F%2Fsurveysparrow.com%2Fwp-content%2Fuploads%2F2021%2F05%2Fcovid-vaccine-facts.png&amp;w=1200&amp;q=75 1200w, /_next/image/?url=https%3A%2F%2Fsurveysparrow.com%2Fwp-content%2Fuploads%2F2021%2F05%2Fcovid-vaccine-facts.png&amp;w=1920&amp;q=75 1920w, /_next/image/?url=https%3A%2F%2Fsurveysparrow.com%2Fwp-content%2Fuploads%2F2021%2F05%2Fcovid-vaccine-facts.png&amp;w=2048&amp;q=75 2048w, 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