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Employee experience journey map: A complete guide + example + template

Today, we are all obsessed with the experience of the customer. However, only some seem to care about employee experience. This makes no sense whatsoever.

It is common to think that customers are the drivers of our business. And while this is true, imagine what would happen if all employees from your company decided to take a couple of days off, stay home, and watch Netflix? This would be a disaster. Yet, many companies still don't see the importance of designing a better employee experience.

  • 1 What is an employee journey?
  • 2 Benefits of employee journey mapping
  • 3 Employee experience journey mapping
  • 4 What to map?
  • 5 Employee journey stages
  • 6.1 Start with employee experience research
  • 6.2 Produce an employee persona
  • 6.3 Map the employee experience journey
  • 7 What’s next?
  • 8 Wrapping up

What is an employee journey?

employee journey definition

Put simply, an employee journey is the complete experience an individual has while they're employed at an organization, starting from the day they apply for the job until the day they leave. Such a journey includes every interaction they have with the organization, whether it's having a conversation with a manager, participating in a training session, or attending a team meeting. Think of it like a story that unfolds over time, each chapter representing a different part of the work life.

For example, consider Steve, who just got a job at a technology firm. His employee journey starts with applying for a job, getting an interview invitation, and having the interview. Then he has the second interview and receives the job offer, which moves Steve to the next stage — his first day of work, where he's welcomed by his colleagues and continues as he works on projects, receives feedback, and grows his skills. 

Over the years, Steve might get promoted, switch to different roles within the company, or take part in special programs. His journey captures all these experiences right up until his retirement party or the moment he leaves the company, capturing the entire arc of his career at the firm.

Benefits of employee journey mapping

employee journey mapping benefits

Why is it essential to know the state of your employees’ journeys and improve them? Many smart companies all over the world are using a very effective idea. They treat their employees really well, just like they do with their customers. 

They've figured out that this is super important. In this paragraph, we'll explain why this is a big deal and how it can make companies much better in today's world.

Here are a few down-to-earth points as to why you should take employee experience seriously:

  • Employee engagement means customer success. Did you know engaged employees are almost 90% less likely to leave their company compared to employees who have a low level of engagement? Leave alone the fact that engaged employees are a lot more productive.
  • Employees come at a great cost . And it’s not just about money. Customers do not interact with CEOs. They interact with front-desk staff, customer support, sales, you name it. Mistakes of these people may seriously damage your company’s reputation. That alone is a good reason to start thinking about designing a better employee experience.
  • Word of mouth. Finally, just like a great customer product, an outstanding employee experience gets spread by word of mouth. It becomes one of the ways you attract talented people to the company.
  • Enhanced onboarding and retention. By understanding the employee journey, organizations can create a more structured and engaging onboarding process. This will help new hires become productive more quickly and feel a greater sense of belonging, which can reduce turnover rates.

Now that we’re on the same page regarding the importance of designing a better experience for employees at a company, it’s time to proceed to actionable to-dos.

Read also: Case study on improving the employee journey

Employee experience journey mapping

employee experience mapping

One of the proven approaches to analyzing, understanding, and enhancing the employee experience and employee journeys is a great technique called customer journey mapping.

Not familiar with this subject? Check out our complete guide on creating a customer journey map .

The idea behind this technique is fairly simple: you take the journey people take when interacting with your business and break it down into stages. The next step is to look at each stage from different angles to get a complete picture of what the experience of this particular person may look like. In other words, a map of your employee’s journey helps you see through the eyes of your customer or, in our case, through the eyes of employees. 

There’s another similar technique called employee experience mapping. These two techniques are often used interchangeably, but it should be noted that experience mapping takes a broader view. It goes beyond chronicling the stages an employee goes through, delving into the qualitative aspects of an employee's daily life within the organization, their experience with it. This encompasses, for example, the emotional experiences of employees at various touchpoints, like participating in daily team meetings, using the company’s tools and technologies, or during interactions with leadership.

What to map?

drafting an employee journey map

First, it’s important to decide which part of the employee experience journey you want to start with. At this point, there are a couple of routes you may take:

  • High-level mapping. Obviously, it simply would take too much time to map the entire journey, as the employee lifecycle is way too long for one map. Unless you want to start with a high-level map and dive into details later as you dig more information. The downside of a high-level approach is that you won't get a lot out of it. The formula is fewer details = fewer insights.
  • Focus on a specific part of the journey. It would be a whole lot easier to start with something like onboarding. The best part about onboarding is that if you are an HR, you have just enough knowledge to take the first steps.
  • Identify the most problematic stage and start with it. However, it’s not that easy to tell which part is the most problematic without running research.

Employee journey stages

employee journey stages

As we’ve touched the employee journey stages, let’s consider some of the common ones to give you an idea of what to include in your employee experience journey map.

  • Attraction. This is the beginning of the journey, where potential employees first encounter the company brand or job opening. They form initial impressions about the company culture and values, and these impressions are often influenced by the company website, social media presence, and employer reviews.
  • Recruitment. The potential employee actively considers the job opening and applies for a position. This stage may encompass submitting applications, attending interviews, and communicating with the company's hiring team.
  • Hiring. This is when you make the job offer, and the candidate accepts it. 
  • Onboarding. The new employee starts their job, they get oriented and integrated into the organization. They learn about company policies, may undergo training for their specific role, and start building relationships with the team and managers.
  • Development. This stage involves the employee's growth within the organization. It includes receiving feedback, pursuing professional development opportunities, and potentially participating in mentoring or coaching programs.
  • Advancement. This is when the employee moves up within the company hierarchy through promotions or transfers. 
  • Exit. This is the final stage of the employee journey when the employee leaves the organization, whether for retirement, a new job, or other reasons. The exit process can include such substages as exit interviews, knowledge transfer, and the employee's transition out of the company.

Looking for more information about employee journey stages to add to your model of journey map? Check out our deck of cheat cards to look deeper into the stages and substages of employee journeys.

Three steps in designing an employee journey map

how to design an employee journey

Now, we will cover the basic steps for creating a full-fledged, true-to-love employee journey map.

Start with employee experience research

Employee research, often referred to as employee surveys or employee feedback programs, is of paramount importance for organizations across various industries. 

It involves collecting, analyzing, and acting upon feedback from employees to gain insights into their experiences, attitudes, and needs within the workplace. Here are some key reasons why employee research is important:

  • It enhances employee engagement. By understanding what engages or disengages employees, organizations can take targeted actions to boost engagement.
  • It supports informed decision-making. Employee research provides quantifiable insights, allowing leaders to allocate resources more effectively and prioritize initiatives that matter most to employees.
  • It helps measure progress. By conducting surveys periodically, organizations can track progress over time. They can see how their efforts to address employee concerns and improve the workplace have translated into tangible results.

In other words, employee research is a strategic tool that empowers organizations to create better workplaces, improve employee satisfaction, increase productivity, and drive overall success. It aligns the interests of employees and employers, contributing to a positive organizational culture and sustainable growth. 

employee experience research

So, you should always start with profound research. Otherwise, what exactly are we going to put on that map? And when it comes to interviewing employees, some really nice factors contribute to great research:

  • Employees are easy to get in touch with, and such research is inexpensive compared to customer research. Imagine a situation where you have to bring a bunch of customers for a focus group or an interview. Each has a different time availability and level of involvement. Plus, chances are they might want to have something in return. Whereas, employees are almost always there and ready to share their thoughts over a cup of coffee.
  • You have lots of data already. If you’ve been working in the company for a while, there’s probably enough information for you to start with employee journey mapping. And you can always talk to the HR department to get this information.
  • Co-creation opportunities. There is nothing better than inviting coworkers for a journey mapping workshop . And again, it’s much easier within a company than when you’re trying to bring in real customers.

In addition to employee feedback and interviews, it may also be helpful to review internal audit reports to gain a better understanding of potential areas for improvement in the employee experience journey.

Surely, there will be a conflict of interests and ethics issues, so be ready to get creative!

Before doing any kind of research, make sure you come up with a list of sources. They can be:

  • Employee feedback. If you are an HR, chances are you have a lot of info on hand that can be used for employee experience mapping.
  • Interviews with employees. Trust me, they have so much to say, and chances are they wanted to say it years ago.
  • Interviews with managers. They observe employees and are able to give you a whole different perspective on things.
  • Polls and surveys. Those can give a lot of quantitative data. And the best part is that polls can be anonymous.

Produce an employee persona

To truly empathize with employees, it’s vital to create an employee persona. It is a made-up person that is based on real employees. It should have some basic description as well as some of the details you found during the research phase: goals, motivations and frustrations, some background, and maybe even skills.

employee-persona-example

Meet Michael, our example, a young finance professional in the heart of NYC. With a year's experience under his belt, he aspired to land a job in a prestigious firm. Living with his brother's family in their cozy apartment, he found solace in their company but yearned for his own space. His daily routine includes job hunting between work, and his mind is always set on reaching the top of the corporate ladder.

You can have one, two, or multiple personas depending on your needs. To create your own persona, here's our guide with examples of how to create a persona in 7 steps .

Persona tool

Map the employee experience journey

Now, after the research has been done and personas have been created, it’s time to put everything on a map. The way you map an employee experience journey is the following:

  • Define the stages you need for your map

If we talk about the journey part that covers a new employee onboarding, there will be stages like awareness, research, first contact, phone screening, job interview, the hiring process, the first day, the list goes on. It is very likely that some stages will have multiple substages (especially the hiring process and job interview).

  • Decide on map layers or sections

These are layers of data you want to have on your map. Some of the commonly used journey map layers include employee goals, employee expectations, emotional experience, process, channels, touchpoints, and problems.

For each stage you defined, fill in the map sections with data about this stage. For example, write down the goals of the employee persona as well as their expectations or describe the process the employee persona goes through at each stage.

Feel free to add anything that can benefit you in the search for employee experience insights. If you feel like adding some quotes from real employees — it's great. Want to add a photo of the workplace for a new employee? Go ahead! 

In fact, if you're mapping employee experience in our journey mapping tool , multiple sections will help you capture all the details you might want to have in your map!

  • Find flaws and come up with solutions

Once you see the whole picture, you can start looking for roadblocks that prevent employees from, for example, getting the best onboarding experience.

Once you put roadblocks on the map, you can come up with ideas and solutions. In the end, you will have a map that looks somewhat like this:

employee-experience-journey-example

What’s next?

Once the journey map has been created, it serves as a valuable foundation for a positive employee experience. To ensure that their experience continually improves and stays aligned with the evolving needs of your company, consider the following actions:

  • Collect ongoing feedback. Encourage employees to provide feedback throughout their journey. This can be done through surveys, one-on-one discussions, or anonymous feedback channels. This feedback should be used to identify pain points and areas for improvement.
  • Regularly update the map. As processes and procedures change within your organization, update the map accordingly. This ensures that it remains an accurate reflection of the journey and can guide improvements effectively.
  • Implement quick wins. Identify low-hanging fruit or quick wins based on the map insights. These are small, immediate changes that can significantly improve the experience without requiring extensive resources or time.
  • Prioritize key touchpoints. Focus on the most critical touchpoints in the journey that have the greatest impact on the employee experience. Allocate resources and efforts to improve these areas first.
  • Involve cross-functional teams. Collaborate with HR, IT, training, and other departments to address issues and implement changes. A cross-functional approach ensures a holistic perspective and comprehensive solutions.
  • Set clear objectives. Define specific goals and objectives for improving the employee experience. This provides a clear direction for change initiatives and helps measure their success.
  • Training and development. Invest in training and development programs for managers and mentors involved in onboarding. Equip them with the skills and knowledge needed to support the company’s employees effectively.
  • Leverage technology. Use technology to streamline and automate parts of the onboarding process. This can reduce administrative burdens and create a more seamless experience for new hires.
  • Monitor progress. Continuously monitor the impact of changes on the employee experience. Key performance indicators (KPIs) should be tracked and analyzed to ensure that improvements are achieving the desired outcomes.
  • Employee involvement. Involve new employees in the co-creation of their onboarding journey. Seek their input and preferences to tailor the process to individual needs.
  • Celebrate successes. Acknowledge and celebrate successes and improvements at different stages of your employees’ journey. Positive reinforcement can motivate teams to keep making enhancements.
  • Stay compliant. Ensure that the onboarding process remains compliant with all relevant laws and regulations. Regularly review and update documentation as needed.
  • Communication and transparency. Maintain open and transparent communication with employees regarding changes in the onboarding process. Provide clear explanations and expectations to manage their experience effectively.

Remember, journey mapping is not a one-time activity; it should evolve alongside your company's growth and changing needs. By actively listening to employee feedback, making data-driven decisions, and continually refining the onboarding experience, your organization can create a positive and impactful journey for new employees from day one.

Wrapping up

Mapping the employee experience is undoubtedly a challenging undertaking, one that demands a significant amount of effort, time, and resources. However, the rewards that come with creating an exceptional workplace environment and a satisfied workforce are simply too compelling to ignore.

Good news: we have a library of free templates, including employee experience map templates, which you can use for high-level mapping. Either download a PDF file and print it out or create a map in our Journey Mapping Tool, tweak it as you like, and then export it to show all the insights you came up with! 

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How to create an impact map in 7 easy steps: A complete guide + examples

Thanks for the map. It’s a great template to start with for my company’s employee journey.

Katerina Kondrenko

You’re welcome, Chris! We also have templates for remote employee journey and an employee journey mapping whitepaper with expert advice. Be sure to check those out and happy mapping!

Tarik

Thank you for these employee journey mapping examples. Our problem is not so much with onboarding but with keeping people from leaving after 6-8 months. Do you have any advice on how to improve retention in the long run?

Sofia Grigoreva

Hi Tarik, you’re welcome! We do have some employee experience examples you could use for better retention, and a detailed breakdown of common stages people go after the probation period is over: annual performance evaluation, office events, paternity leave, skill upgrading, etc.

You can find them all in our filled-out template called “End-to-end employee journey map” right here: https://uxpressia.com/templates/education-and-career

Customer behavior in retail stores: Why businesses should care 

Employee experience journey mapping - A complete guide

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Employee experience journey mapping might sound like a mouthful, but it's basically just a fancy way of saying, "Let's figure out what our employees are going through and how we can make it better."

It's like a treasure map, but instead of gold, we're searching for how to make employees happy throughout. But why??

As the entrepreneur and businessman J. Willard Marriott once said, ”Take good care of your employees, and they'll take good care of your customers, and the customers will come back.”

So sit back, relax, put on your adventure hats and grab a cup of coffee (or your preferred beverage of choice) because we are about to explore the employee experience journey, dream up ways to make it better, and discover the secrets of mapping out this process.

Table of contents:-

What is the employee journey?

What is employee journey mapping, what are the benefits of employee journey mapping, how an employee journey map can help you, employee onboarding journey map, how to leverage employee journey mapping to create value, the dos and don'ts of employee journey mapping, what are the stages of the employee journey, what is employee experience, what is an employee experience journey, four steps for mapping the employee experience, how do you create an employee experience journey map, personas for employee journey mapping, the employee journey from the employee’s perspective, employee journey mapping touchpoints, common mistakes that companies make while mapping employee journey, how culturemonkey can improve the employee experience.

journey of work experience

Every employee goes through a unique journey in your company, from their first day of onboarding to the last day they walk out the door. But have you ever thought about what that journey looks like? And more importantly, have you thought about how you can improve it?

An employee journey can make all the difference in retaining top talent , boosting employee engagement , and improving productivity. In fact, studies have shown that companies with a strong focus on employee experience outperform their competitors by 122% . So, why aren't all companies putting more focus on the employee journey?

Employee journey mapping is a process of identifying all the touchpoints and interactions an employee has with your company, from the moment they apply for a job to their last day in the office.

A positive employee journey can lead to more engaged and productive employees . When employees feel supported and valued, they're more likely to go above and beyond in their work. And that's a win-win for everyone.

journey of work experience

Employee journey mapping is the process of mapping out all the touchpoints an employee has with your company, from their first day of onboarding to their last day in the office.

It's a way of understanding and improving the employee experience by mapping out their interactions with the company from the moment they first hear about the organization as a potential employer to their eventual departure.

But why should you care about employee journey maps? For one, it helps you identify pain points in the employee experience that could be driving employees away. Maybe your onboarding process is too lengthy, or your employees aren't getting enough feedback or recognition for their hard work.

It helps organizations develop a comprehensive and holistic view of the employee experience, which is critical for improving employee engagement and retention.

Employee journey mapping is like a treasure map, leading you to a trove of benefits. It's a strategic tool that enhances every aspect of your organization, from employee satisfaction and productivity to attracting and retaining top talent.

With a well-crafted journey map, you're on the path to creating a workplace where everyone thrives, and success is just around the corner.

  • Enhanced productivity: A well-designed Employee Journey Map helps streamline processes and remove obstacles that can hinder productivity. When employees encounter fewer roadblocks and can navigate their roles more efficiently, they become more productive. This not only benefits your employees but also positively impacts the bottom line.
  • Increased retention rates: High employee turnover can be a significant drain on resources. Employee journey mapping helps create a supportive and fulfilling work environment. When employees feel well-integrated and valued, they're more likely to stay with your organization. Lower turnover rates mean cost savings in recruitment and training.
  • Talent attraction: A positive Employee Experience Journey becomes a magnet for top talent. Word-of-mouth recommendations from your content employees can be a powerful recruitment tool. A great reputation for employee experience can draw in the best and brightest in the industry.
  • Clearer communication: Mapping out the journey helps identify communication gaps. Effective internal communication is key to a successful organization. By understanding where the challenges lie, you can implement strategies to improve communication , ensuring everyone is on the same page.
  • Enhanced employee development: Through journey mapping, you can pinpoint opportunities for skill development and growth at every stage of the employee experience . This encourages continuous learning and personal development , which can lead to higher job satisfaction and career advancement.
  • Better decision-making: Employee journey maps provide valuable data and insights. With this information, you can make informed decisions about the employee experience. Whether it's resource allocation, policy changes, or organizational improvements, you have a clear path to follow.
  • Strengthened company culture: Mapping the employee journey allows you to align every stage with your company's values and culture. It's an opportunity to ensure that your culture is not just a buzzword but a real, living experience for your employees.

journey of work experience

By gaining a deeper understanding of the employee journey and identifying pain points and opportunities for improvement, organizations can increase employee engagement and retention rate , which can lead to a more productive and successful workforce.

Here are some other key reasons why you should be focusing on mapping out the employee journey in your company:

Improves employee experience:

By mapping out the employee journey, you can identify pain points and areas where improvements can be made. This helps create a more positive, supportive work environment that retains top talent.

Increases employee engagement:

When employees feel supported and valued, they're more likely to go above and beyond in their work. Mapping out the employee journey and addressing pain points can help increase employee engagement and motivation.

Boosts productivity:

A positive employee journey can lead to more engaged and productive employees. By addressing pain points and creating a more positive work environment , you can improve productivity and drive success .

Improves retention:

Retaining top talent is crucial for the success of any company. By creating a positive and supportive work environment through employee journey map, you can reduce turnover and retain top performers .

Enhances employer branding:

A positive employee journey can also enhance your employer branding. When employees feel supported and valued, they're more likely to share their positive employee experiences with others, both online and offline. This can help attract top talent and improve your company's reputation.

Provides valuable insights:

Employee journey mapping provides valuable insights into the employee experience. By understanding employees' touchpoints and interactions with your company, you can identify patterns and trends that can inform future decisions and improvements .

Fosters a culture of continuous improvement:

Employee journey mapping is an ongoing effort to identify pain points and make improvements. By fostering a culture of continuous improvement , you can create a workplace that's always striving to be better.

Expedites onboarding:

When you map the employee journey, it significantly accelerates the onboarding process. New hires can seamlessly navigate through their initial days, feeling more integrated and confident from the get-go.

Promotes inclusivity:

Employee journey mapping also fosters inclusivity . It ensures that the employee experience is uniform and supportive across various departments and roles, creating a workplace where everyone feels equally valued and respected.

Strengthens leadership development:

Your journey map can become a powerful tool for leadership development. By recognizing the stages where leadership plays a vital role, you can tailor training and support to nurture the next generation of leaders within your organization.

Enhances well-being initiatives:

A well-crafted employee journey map integrates well-being initiatives. This ensures that employees are not only professionally fulfilled but also mentally and emotionally supported, resulting in a healthier and happier workforce.

Employees welcoming new employee

Picture this: You've just welcomed a talented recruit to your team. What's next? The employee onboarding journey map is your treasure map, guiding you through the intricate process of making them feel right at home.

So, what exactly is an employee onboarding journey map? It's like a step-by-step guide, detailing the entire onboarding process, from pre-hire to post-orientation. It's a strategic approach that ensures your new team members embark on a voyage of learning, growth, and engagement.

The journey begins with pre-boarding, where you start connecting with your new hires before their first day. Then, there's the orientation – the grand "Welcome Aboard" moment. After that, it's all about training, skill development, and team assimilation. Finally, the journey continues with regular check-ins and performance evaluations.

Creating a tailored journey map is the key to employee retention and productivity. It ensures everyone's on the same page, expectations are clear, and the road to success is well-paved.

journey of work experience

Understanding how to make the most of employee journey mapping is essential for modern HR professionals and business leaders. In this guide, we'll explore not only the fundamental steps in leveraging this tool but also delve into additional ways to extract maximum value from it.

Here are some key ways to leverage employee journey mapping to create value!

Identify key touchpoints

The first step in leveraging the employee journey map is to identify the key touchpoints in the employee experience. This includes everything from recruitment to onboarding , training, performance review/management, and offboarding.

Collect data

Once you've identified the key touchpoints, it's time to collect data on the employee experience. This can include employee feedback , employee surveys, and data on employee turnover, productivity, and employee engagement .

Analyze the data

After collecting data, it's important to analyze it to identify pain points and areas where improvements can be made. Look for patterns and trends that can inform future decisions.

Map out the journey

Once you clearly understand the employee experience, it's time to map out the journey. This can be done using a variety of tools, such as journey maps, employee personas, and empathy maps.

Identify opportunities for improvement

With the employee journey mapped out, it's easier to identify areas where improvements can be made. Look for pain points and areas where the employee experience could be improved and prioritize the most critical ones.

Implement changes

Once you've identified areas for improvement, it's time to implement changes. This can include everything from streamlining the recruitment process to improving communication and recognition programs .

Continuously monitor and improve

Employee journey mapping is not a one-time process. It's important to continuously monitor the employee experience and make improvements as needed. This can include collecting ongoing feedback from employees, analyzing data, and making changes to improve the employee experience.

Enhance training and development

The employee journey map can highlight specific points where training and development play a crucial role. Use this information to revamp training programs, offer skill-building opportunities, and ensure that employees have the resources they need to succeed.

Facilitate cross-department collaboration

Employee journey mapping can uncover areas where different departments need to collaborate more effectively . Foster a culture of cross-departmental teamwork to eliminate silos, improve communication, and enhance the overall employee experience.

Customize employee experiences

Tailor the employee experience based on individual preferences and needs. Use data from the employee journey map to offer personalized career paths, flexible work arrangements, or unique benefits, providing employees with more customized experiences.

Implement recognition and rewards

Recognize and reward employees for their contributions at key touchpoints in the employee journey. Acknowledging their achievements can boost motivation and job satisfaction , leading to a more positive overall experience.

Employees are confused on the options of ways before them

Employee journey mapping is a potent tool for creating a fulfilling, engaging workplace. If you follow the dos and avoid the don'ts, you're on the right path to crafting an experience that keeps your employees happy, productive, and loyal.

The Dos: Crafting a stellar employee journey map

  • DO understand your employees: Before you even put pen to paper or fingers to the keyboard, take the time to truly understand your employees. Gather insights through employee engagement surveys, interviews, and feedback. Recognize their needs, desires, and pain points, and ensure these insights drive your map.
  • DO define clear stages: Your map should be divided into clear, distinct stages. Start with the recruitment phase and then move through onboarding, professional development, and everyday work experiences. Clearly define the key milestones in each stage.
  • DO include employee input: Employee involvement is paramount. Encourage your employees to participate in the mapping process. They can provide invaluable insights into their experiences and suggest improvements that can make the journey more engaging and fulfilling.
  • DO align with company culture: Each stage of the journey should be intricately woven into your company's culture and values. It's crucial that employees feel connected to your organization's mission and vision throughout their journey.
  • DO keep it dynamic: Employee journey mapping isn't a one-and-done exercise. It's a living, breathing document that should evolve with time. Regularly assess the effectiveness of each stage and make adjustments based on employee feedback and changing needs.
  • DO measure outcomes: Establish key performance indicators (KPIs) to gauge the success of your employee journey map. Are employees more engaged? Is turnover decreasing? Are you attracting top talent? Use measurable outcomes to evaluate the map's effectiveness.

The don'ts: Pitfalls to avoid

  • DON'T make it too complex: Simplicity is your best friend. Avoid overcomplicating the mapping process. Keep it clear and easy to understand so that everyone in your organization can follow and benefit from it.
  • DON'T neglect employee feedback: If you're not actively seeking employee input, you're missing out on a goldmine of insights. Neglecting their feedback can lead to an inaccurate representation of their experiences and needs.
  • DON'T stick to the status quo: An employee journey map isn't effective if it merely replicates current processes. Don't be afraid to challenge the status quo and make necessary changes for a better employee experience.
  • DON'T forget continuity: The journey shouldn't end with onboarding. It's a continuous process, and all stages should seamlessly connect. Don't isolate the onboarding process from daily work experiences; instead, ensure a smooth transition.
  • DON'T set it in stone: An inflexible map can become a hindrance. Don't treat your employee journey map as a final, unchangeable document. Embrace adaptability and be open to refining and adjusting the journey as your organization grows.
  • DON'T ignore data: Ignoring data is one of the gravest mistakes you can make. Employee journey mapping relies on insights and measurable outcomes. Neglecting the data you gather can lead to a skewed perception of your employees' experiences.

journey of work experience

Here are the stages of the employee's journey, in brief:

  • Application: If potential employees decide your organization is the right fit, they will typically apply for a position. This involves submitting a resume or application and potentially going through pre-employment screening and assessments.
  • Interview: After submitting an application, the potential employee may be invited to interview for the position. This stage involves assessing the candidate's fit for the role and evaluating their skills and experience.
  • Onboarding: If the candidate is selected for the position, they will move into the onboarding stage. This involves training and orientation to the company culture , policies, and procedures for the new employee.
  • Development: Once an employee is onboarded, they will move into the development stage. This involves ongoing training and development to improve their skills and advance their career.
  • Performance: The performance stage involves ongoing performance management, including setting goals, providing feedback , and evaluating performance.
  • Recognition: Employees thrive on recognition , and it's important to make it a key stage in the employee journey. This includes both formal recognition programs and informal feedback and praise from managers and colleagues.
  • Retention: The retention stage is where employees decide whether they want to stay with the organization or leave. During this stage, it's important to provide a positive workplace culture that values and respects employees.
  • Career advancement: In the career advancement stage, employees seek opportunities for growth within the organization . This may involve taking on more responsibilities, pursuing promotions, or exploring lateral moves to develop new skills and expand their career horizons.
  • Wellness and well-being: As employee well-being becomes a focal point for many organizations, a dedicated stage for wellness initiatives is crucial. This stage involves supporting employees' physical and mental health, providing resources for work-life balance, and promoting a culture of well-being.
  • Separation: Finally, the separation stage involves an employee leaving the organization, whether voluntarily or involuntarily. This can involve offboarding, exit interviews , and evaluation of the employee's tenure with the company.

By understanding the stages of the employee journey, people leaders can better identify pain points and opportunities for improvement and create a positive and productive workplace culture that drives success.

Whether you're just starting or have been in the game for years, taking a strategic approach to the employee journey is key to achieving your HR goals . So, get out there and prioritise the employee journey in your organization.

Employees are hi-fying each other

So, what exactly is employee experience (EX)? In a nutshell, it's the collective impression your employees have of their time at your company. It's the sum of every interaction, from the first "You're hired!" to the farewell handshake. It's the vibe, the culture, the perks, and the way you support their growth.

Think about it. Imagine two companies side by side. One treats its employees like cherished family members, nurtures their talents, and offers a fantastic work environment. The other is all about squeezing every drop of productivity, ignoring well-being.

The first one? That's the kind of employee experience that leaves employees excited to show up each day. It fosters loyalty, sparks innovation, and boosts performance. The second one? Well, let's just say it might struggle with high turnover and disengaged employees .

Creating a positive employee experience isn't just a "nice-to-have" anymore; it's a strategic imperative. It involves understanding your team's needs, fostering a vibrant company culture, and investing in their development and well-being.

The key takeaway here is that employee experience goes way beyond the paycheck. It's about nurturing a work environment that makes people thrive, fosters their happiness, and, in return, drives your organization to greater heights.

Employees are navigating their way on a boat

The journey typically kicks off with the very first encounter, the recruitment phase. From there, it's a thrilling ride through onboarding, professional development, and everyday work experiences. It's the highs and lows, the laughter and challenges, all rolled into one grand story.

Creating an exceptional employee experience Journey isn't just a buzzword. It's a strategic move that can set your company apart. When your employees feel valued, engaged, and appreciated, they become your best brand advocates, boosting your reputation and attracting top talent.

Imagine your workplace as a theme park – you're the designer, and the employees are your guests. You get to create the rides, attractions, and overall ambiance. The more memorable and enjoyable the journey, the longer they'll stay on this thrilling ride with your company.

In a nutshell, the employee experience Journey is all about crafting a remarkable, fulfilling adventure for your employees. So, let's embark on this journey of creating a workplace where everyone feels like they're in the heart of an exhilarating adventure!

Four steps for mapping the employee experience

Mapping the employee experience is your secret recipe for a workplace where employees thrive and businesses flourish. So, get ready to set sail on this transformative journey to create an exceptional workplace experience.

Step 1: Define the stages

Begin by breaking down the employee journey into stages. Start with the recruitment and onboarding phase, move on to professional development, and finally, the ongoing work experience. Each stage has its unique challenges, goals, and opportunities to shape the employee's experience.

Step 2: Employee insights

Next, gather insights directly from your employees. Conduct surveys, interviews, and feedback sessions. Ask about their aspirations, and pain points on moments that matter to them. This not only helps you understand their perspective but also makes them feel heard and valued.

Step 3: Design the experience

With a deep understanding of each stage and employee insights, it's time to design the experience. This involves creating a clear path with defined touchpoints. For example, in the onboarding phase, ensure a warm welcome, comprehensive training, and a buddy system for support. Tailor each stage to align with your company's culture and values.

Step 4: Continuous improvement

The employee experience Journey isn't set in stone. It's a dynamic process that requires continuous improvement. Regularly assess the effectiveness of each stage, gather feedback, and make necessary adjustments. This keeps your experience fresh, relevant, and aligned with your employees' evolving needs.

journey of work experience

Creating an employee experience journey map can be daunting, but it doesn't have to be. With a little bit of planning and organization, you can create an effective employee journey map that will help you improve the overall employee experience in your organization.

Here are 5 pointers on how to create an employee experience journey map:

  • Define your employee personas: To create an employee journey map, you need to understand your employees. Start by defining your employee personas. These are fictional representations of your employees based on characteristics such as their job title, department, age, gender, and experience.
  • Visualize the journey: Create a visual representation once you've mapped out the employee journey. This can be a flowchart, a timeline, or any other visual that helps you understand the journey.
  • Set goals: Set specific, measurable goals for improving the employee experience. This could include reducing turnover, increasing employee engagement , or improving the employee onboarding process.
  • Develop a plan: Once you've identified areas for improvement and set goals, develop a plan to achieve them. This may involve making changes to processes, implementing new technologies, or providing additional training to employees.
  • Test: Implement your plan and test the changes you've made to the employee experience. Collect feedback from employees to ensure that the changes are having a positive impact.

By following these 5 pointers, you can create an effective employee journey map that will help you identify areas for improvement and set goals to achieve them. Remember to continuously monitor and improve the employee experience to ensure that your organization is providing the best possible environment for its employees.

But what are the personas of employees?

journey of work experience

Personas play a crucial role in employee journey mapping as they help create a clear picture of the employees going through different journey stages. A persona is a fictional character that represents a group of employees with similar goals, needs, and behavior patterns.

Creating personas for employee journey maps is crucial in ensuring you accurately map the employee experience.

Here are some pointers to create personas for employee journey mapping:

  • Research: Start by researching your employees and gathering data on their needs, behaviors, and pain points. You can collect this data from surveys, interviews, and focus groups.
  • Segment your employees: Based on the data collected, segment your employees into different groups with similar needs, behaviors, and pain points.
  • Give them a name: Once you have segmented your employees, give each group a name that represents them.
  • Create a backstory: Create a backstory for each persona that outlines their journey, starting from their first interaction with the company to their current stage.
  • Identify their goals: Identify the goals and motivations of each persona. This will help you map out the touchpoints that can help them achieve their goals.
  • Understand their pain points: Identify the pain points for each persona. This will help you map out the touchpoints that can alleviate their pain points.
  • Add a face: Add a visual representation to each persona to make them feel more real.
  • Use personas to create empathy: Use personas to create empathy among the team and to help them understand the needs and pain points of different employees.
  • Continuously update personas: The needs and behaviors of employees change over time, so it’s important to continuously update your personas to ensure they accurately represent your employees.
  • Use personas to guide decision-making: Use personas to guide decision-making throughout the employee journey mapping process. This ensures that decisions are made considering the employee’s needs and pain points.

By using personas, you can create a more accurate and empathetic employee journey map that will help you improve the overall employee experience.

journey of work experience

Have you ever thought about the employee journey from the employee's perspective?

As people leaders, it's important for us to put ourselves in our employees' shoes and understand how they experience their journey within the company.

From the day they first apply for a job to their last day of work, every touchpoint an employee has with the organization can impact their overall experience. This includes the hiring process, onboarding, performance evaluations, and even their exit interview.

As employees, they want to feel valued, respected and appreciated for the work they do. They want to feel like they're part of a team that is working together to achieve common goals. They want to have the resources and support they need to perform their job to the best of their abilities.

However, there are also challenges that employees face, such as navigating complex processes, dealing with office politics, and managing work-life balance. These challenges can impact employee engagement , motivation, and overall employee satisfaction with their job.

By listening to our employees' feedback and concerns, we can identify areas of improvement and make changes to enhance their journey within the organization. This benefits the employees and leads to increased productivity , retention , and a better company culture overall.

journey of work experience

"It's not the destination, it's the journey"? Well, in the world of employee experience , that journey is known as the employee journey map. And just like any journey, it's made up of various touchpoints that shape an employee's experience.

What are these touchpoints, you may ask? They're every interaction an employee has with the company, from the moment they first hear about the job opportunity to the day they leave the company. These touchpoints can be divided into three categories:

  • Pre-hire touchpoints: This includes any interaction the employee has with the company before being hired, such as the application process, interviews, and pre-employment testing.
  • Core touchpoints: These are the primary interactions employees have during their employment, including onboarding, training, performance reviews, and development opportunities.
  • Post-employment touchpoints: Even after an employee leaves the company, there may still be interactions to consider, such as exit interviews, alumni networks, or opportunities for rehiring.
  • Culture integration touchpoints: Culture integration touchpoints involve the ways employees become acclimated to the organization's culture. For example, this could include participation in company-wide events, team-building activities, or orientation sessions that emphasize the company's values and mission.
  • Employee wellness program touchpoints: Employee wellness programs are a crucial touchpoint for promoting the well-being of your workforce. This includes initiatives like offering fitness classes, mental health resources, or wellness challenges that encourage a healthy lifestyle.

Some examples of specific touchpoints to consider at each stage include:

  • Pre-hire: Job postings, career fairs, recruiter emails, initial phone screens, skills assessments, and reference checks.
  • Core: Onboarding materials, orientation sessions, team introductions, benefits enrollment, regular check-ins with managers, skills training, and company events.
  • Post-employment: Exit surveys, alumni networks, rehiring programs, referrals, and employee retention programs to keep former employees engaged and connected to the company.
  • Culture integration: As part of culture integration touchpoints, you could organize regular team-building events, such as off-site retreats or virtual team-building activities, to help employees connect with their colleagues and foster a sense of camaraderie. 
  • Employee wellness programs: Wellness challenges, such as step competitions or nutrition initiatives, can encourage a healthy lifestyle, allowing employees to engage with and benefit from the company's wellness program.

By considering each touchpoint in the employee journey, companies can gain valuable insight into areas where they can improve the employee experience and opportunities to retain top talent and create a more positive workplace culture .

journey of work experience

Employee journey mapping is a powerful tool to improve the overall employee experience and to identify areas for improvement in the HR department.

However, not all companies get it right. Here are some common mistakes that companies make while mapping the employee journey:

Skipping important touchpoints

Companies often forget to include critical touchpoints in the employee journey. These touchpoints can be small but essential in shaping the employee experience. For example, companies may forget to include touchpoints such as job offer acceptance, onboarding, or the first 90 days of employment.

Not involving employees

Employee journey mapping should be a collaborative effort between HR and employees. However, companies often forget to include employees in the process. By not involving employees, companies miss out on valuable insights that can help improve the overall employee experience.

Focusing on the positives only

Employee journey mapping should include both positive and negative experiences. Companies often make the mistake of only focusing on positive experiences, such as promotions or salary increases. However, it's equally important to identify negative experiences such as difficult coworkers, lack of recognition, or inadequate training.

Not linking to business outcomes

Employee journey mapping should be linked to business outcomes, such as employee engagement , retention, and productivity. Companies often forget to measure the impact of employee journey mapping on these critical business outcomes.

Assuming one size fits all

Employee journey map should be tailored to the needs of different employee personas. Companies often make the mistake of assuming that one size fits all. However, the employee experience varies based on the job role, department, and location.

Not prioritizing improvements

Employee journey maps should not just be a one-time exercise. Companies often make the mistake of not prioritizing improvements based on the impact they will have on the overall employee experience. Identifying quick wins and prioritizing improvements based on their impact on business outcomes is essential.

Not measuring success

Employee journey maps should be measured to track progress and identify areas for improvement continually. Companies often make the mistake of not measuring success, which makes it difficult to assess the impact of the employee journey map exercise.

Overcomplicating the process

Employee journey mapping should be a clear and straightforward process. However, some companies make the mistake of overcomplicating it with excessive detail or complex tools. This can lead to confusion and make it challenging to implement improvements effectively.

Neglecting technology

In the digital age, technology can streamline the employee journey mapping process and make it more accessible. Neglecting to use digital tools or software can be a significant oversight, as it can make data collection and analysis more efficient.

Lack of consistency

Consistency is crucial in mapping the employee journey, but some companies make the mistake of varying their approach for different departments or job roles. This inconsistency can result in an unequal employee experience, leading to disparities in engagement and satisfaction.

Not addressing turnover

Some companies focus solely on the current workforce and overlook the importance of understanding the journey of employees who have left the organization. Analyzing the reasons for their departure can provide valuable insights for reducing turnover in the future.

Ignoring the remote work experience

With the rise of remote work, it's essential to include touchpoints related to the remote employee experience in your journey map. Companies that fail to do this miss the opportunity to create a holistic employee journey that considers the unique needs of remote workers.

Companies need to avoid these common mistakes to create an employee journey map that truly reflects the employee experience and drives real results for the business.

journey of work experience

Well, well, well, folks! We’ve come to the end of our journey mapping adventure. It’s time to put those maps to use and transform the employee experience. But wait, before you go, let me summarize the highlights of our journey together.

Firstly, we learned what employee journey mapping is and how it can improve the overall employee experience. We also explored the different stages of the employee journey and how to create an employee journey map.

We didn't forget about personas and how to incorporate them into our journey maps to make the employee experience more personal and relevant.

But wait, what about the mistakes companies often make? We can't forget those. We talked about the common mistakes companies make when mapping employee journeys so that you can avoid them and create a successful journey map.

Now, here’s where CultureMonkey comes in. The platform has everything you need to create a seamless employee experience journey map. With CultureMonkey, you can collect anonymous feedback at every stage of the employee lifecycle , identify gaps in your employee experience, and take action to improve the overall employee experience.

CultureMonkey offers a wide range of features, including pulse surveys , manager effectiveness surveys , eNPS , onboarding surveys, exit surveys, employee engagement surveys , and much more. With all these tools at your fingertips, you can take control of the employee experience and transform it into something amazing.

So there you have it - a complete guide to employee experience journey mapping. So take the time to understand their journey and use that knowledge to create a workplace they love. Happy mapping!

Employee experience journey mapping FAQs

How to design an employee journey map/steps to create an employee journey map.

To design an employee journey map, you should begin by identifying the employee journey stages, including pre-hire, onboarding, development, and separation. Then, create a list of touchpoints or interactions that an employee has with the organization at each stage. Finally, gather employee feedback through surveys , interviews, and focus groups to better understand their experiences.

What is experience journey mapping?

Experience journey mapping is the process of creating a visual representation of a person's journey as they interact with a company. It involves identifying all the touchpoints and interactions a person has with a company and mapping them out to understand the experience. The goal of experience journey mapping is to identify pain points and opportunities for improvement.

Is Journey Mapping an Agile approach?

Employee Journey Mapping is not necessarily an Agile approach but can be used in Agile methodology. It involves visualizing an employee's experience with the organization and identifying touchpoints where the company can improve the employee's experience. The Agile approach focuses on iterative and collaborative work to deliver value to the end-users.

What is the difference between workflow and journey map?

A workflow is a visual representation of a specific process, while an employee journey map is a comprehensive illustration of an employee's overall experience within the organization. A workflow focuses on a specific set of tasks and their sequence, while an employee journey map tracks the employee's interactions and experiences at different touchpoints within the organization.

Employee journey examples

Employee journey examples include the different touchpoints and experiences an employee goes through while working for a company, such as the recruitment process, onboarding, training, performance reviews, and career development opportunities. Other examples can include employee benefits, work-life balance , and company culture . By mapping out these different touchpoints, companies can identify areas for improvement.

Santhosh

Santhosh is a Jr. Product Marketer with 2+ years of experience. He loves to travel solo (though he doesn’t label them as vacations, they are) to explore, meet people, and learn new stories.

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Employee experience vs employee engagement: What’s the difference?

Imagine employee engagement as the pulse of your organization. It's the excitement, motivation, and dedication your employees bring to the table. Alternatively, employee experience is all about the journey—the daily grind, the work culture, the tools and tech that make your employees' lives easier.

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Employee Journey Mapping: Improve Your Employee Experience

employee experience journey mapping

Your employees’ experiences at work impacts the success of your business. Employees who feel positive about their employer and their workplace are more engaged, more productive and stay at the company longer.

Employee journey mapping is a way to measure the employee experience at every stage of an employee’s tenure at the company. The employee experience is how the employee feels about workplace interactions and events, such as performance reviews during their employment. By building and analyzing a map of the employee journey, HR teams can identify potential areas for improvement.

What Is an Employee Journey?

The employee journey describes the entire time that an employee spends at your company—from the hiring process to offboarding. It includes all stages and employee experiences, from completing the initial job application to participating in the final exit interview. The employee journey is also sometimes called the employee lifecycle.

employee's journey

Along the journey, there are key moments and memorable experiences that can have a lasting impact on employees’ opinions of their workplace. You can likely remember the excitement of your first day at work—but you may not remember the second or third day. Pinpointing these important moments helps you build a strong foundation for a positive employee experience.

Examining the employee journey from the perspective of both the employee and the employer can provide valuable insights:

Employee perspective:

The early stages of employment can set the tone for the employee experience. Employees may remember that they felt welcome during their first week or that their manager took them to lunch on the first day. They’ll also remember negative experiences—for example, if it took a week to get their laptop or access to their email.

What is one example of a moment that matters within an employee journey?

Some of the most memorable experiences may be major events with long-term career impact, or they may be personal touches like a surprise party at work or the company’s support for a cause that’s important to them. Some noteworthy career touchpoints include the first job interview, first performance review, department changes, team events, promotions and exit interviews.

Employer perspective:

Many of the moments that matter to employees are important to employers, too. For example, if a new employee doesn’t have a positive early experience, they are more likely to leave within the first year. Since memorable moments can significantly influence employee performance and employee engagement , you should identify them and then measure and monitor them closely.

What Is an Employee Experience Journey Map?

As the old saying goes, an ounce of prevention is worth a pound of cure. To help improve your employee experience, don’t wait until there are issues. Instead, be proactive with an employee experience journey map. What is employee journey mapping? Employee journey mapping is a way to track the key stages and experiences in the employee journey. Create a chronological chart to visually capture and examine each step of the employee experience. Discuss the different stages and look for strengths and weaknesses of each.

The concept is derived from customer journey mapping, a method that companies use to outline and visualize the customer experience. Marketing and operations teams use this technique to enhance the customer experience.

In the same way, HR teams and business leaders can use employee experience journey mapping to optimize the employee experience. How do you map employee experience? Like with customer experience mapping, HR teams develop personas that represent different segments of the workforce and then focus on optimizing the experience for each persona.

Employee Journey Map

Persona: Sandra Smith, Sales Department

Free Employee Experience Journey Map Template

Download this free template to start applying the principles of employer experience journey mapping within your organization. (opens in new tab)

Why Is an Employee Experience Journey Map Important?

In a recent poll, more than half of employees (opens in new tab) said that they’re not engaged with their work, and 13% said they’re actively disengaged—which means they’re having miserable work experiences and spreading their unhappiness to their colleagues. A well-designed journey map can help you find areas that need improvement and boost the employee experience. Why is employee experience so important? Because a positive experience can increase engagement and lead to higher retention rates, greater productivity, lower recruiting costs and better customer service.

Your employee journey map can provide a unique way to depict your company’s goals, values, and processes. The best employee experiences bring the company’s values to life and help build a strong culture. A distinctive culture can help a company attract talent that will fit in and thrive within its work environment.

For example, if a company prides itself on automation and technology, then the workplace should use the latest tech for innovative and efficient business processes. This will help employees better relate to customers and strengthen the company’s brand and reputation in the marketplace.

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5 Steps to Create an Employee Experience Journey Map

You can map the entire employee experience journey or focus on a specific troublesome section. For example, if high turnover is a problem in the first year, you may want to start by mapping the first few stages of the journey.

Here are five steps to build your employee experience journey map:

  • Start with research. Conduct employee experience research. You may already have some quantitative workforce data such as turnover rates, tenure statistics and exit interview details, which can provide a starting point. Next, interview employees to gather information on needs, goals, expectations, problems, and perspectives. Talk to employees from across the business, at different organizational levels and with varying levels of tenure.
  • Develop employee personas. Segment your workforce into employee personas, which are fictional representations of a segment of your workforce. Not all employees have the same experiences or expectations. For example, sales reps will have different needs and goals than IT staff, and an entry level candidate will have different expectations than a VP. Once you’ve identified these segments, develop a concise profile of each persona, and include their goals, expectations, challenges and measures of success.
  • Identify stages/moments that matter to each persona. Define the various employment stages at your organization and outline desired outcomes for the employee at each stage. Some examples of areas to include are recruiting, hiring, onboarding, compensation and benefits, ongoing engagement, volunteer opportunities, learning and development, performance management, advancement, rewards and leaving the company.
  • Create a map or storyboard. Visualize the journey from the employees’ point of view. Include the insight you’ve gained from measures like turnover, employee surveys, exit interviews and other discussions about goals and expectations. Outline the company processes and touchpoints for each stage and include any problem areas, such as inefficient onboarding, unhelpful performance review processes or a lack of career progress possibilities. Examine the transitions between stages and look for points in the journey where an employee might feel lost or disengaged.
  • Take action. Smooth out the bumps in the road along the employee’s journey. For example, are there too many steps to the onboarding process ? Are performance reviews timely and frequent enough? Add possible solutions like a formalized onboarding process and training for management on how to conduct effective performance reviews. Other solutions might include offering career development programs or boosting internal communications efforts to keep employees abreast of business decisions and developments to the employee experience journey map.

Measuring the Employee Experience Journey

Ask employees how they feel about the employee experience. Conduct employee engagement surveys or simply send emails to gauge employee sentiments, especially during moments that matter. For example, you may want to check on new staff members after their first few weeks to see how they are feeling about their new position.

As you collect more quantitative data, you can compare how the employee experience correlates with employee experience key performance indicators (KPIs) such as offer acceptance rates, productivity, engagement, absences and turnover. And implement changes based on the data and feedback you receive.

How Software can Improve the Employee Experience

By using human capital management (HCM) software, companies can automate and manage the employee lifecycle to create a more engaging employee experience. For example, one of the benefits of HCM software is that it gives workers quick and easy self-service access to benefits and compensation information, as well as their employee profile. A simple interface helps employees with daily tasks like requesting time off and accessing an employee directory. Employee timelines help your team track details like compensation and training.

HCM software can provide insight for finance teams and managers. For example, is a downturn in sales related to vacant sales positions? And it reduces manual and labor-intensive processes such as creating job requisitions and onboarding processes. Additionally, robust HCM software can connect with other key areas of the business, such as payroll and budgeting processes, which can assist with decisions about hiring and promotions.

HCM software can also help you more easily stay on top of new and leading practices, as well as track KPIs, such as the time it takes to train new employees, productivity, and turnover rates.

Investing time in employee journey mapping can help your company offer an improved employee experience. As the experience improves, employees feel more engaged at work. Processes become more efficient, and employees can become more productive. These efforts can all be boosted with software that supports the employee experience and provides the tools you need to map the employee journey, find pain points and implement the changes to fix them.

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Employee Experience Software: What It Is & Why It’s Important

In recent years, companies have recognized that improving the employee experience is key to retaining valued staff, increasing productivity and enhancing overall business performance. Employee experience software can…

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3 words to describe my career journey – upward, learning, evolving.

At Access, we take pride in our award-winning work environment and people-first culture . Each of our team members professional paths and personal stories are valuable and significant in contributing to our success today. I sat down with Matt Ringgenberg , an IT Account Executive who enjoys his ever-changing and never dull workdays.

Matt and fellow account executive at a Waukee Chamber event.

Open Communication Is the Key to Grow & Explore

Did you explore other job roles in access systems before you became an account executive.

“Yes, I started off in telemarketing where I eventually managed a small team. The company is always growing, so I moved around to at least 5 different positions to explore and help as needed.

I developed my passion for IT, when I was an IT Service Coordinator for 4 years. I wanted to be on the front-line of the business cycle, meeting and servicing our customers. So, I decided to bring the conversation personally to my manager and the President of Access Systems, Shane Sloan, to express my interest in exploring. After a few meetings and training sessions, I landed at my current role, and the rest is history.

As an employee, the role transitions in the past 9 years really speak to the endless career possibilities and options at Access. If you think your skills and traits would be better suited in a different role, speak with your manager! They will help you guide and mentor you on how to make it happen.”

Why Did You Choose to Change Positions & Not Companies?

“Each role change within the company has helped me build on my knowledge of the entire company, and how it operates. Being an Account Executive now, I can paint a holistic picture with confidence to a new potential customer.

Existing relationships are also one of my biggest considerations. My managers were and are all so supportive while being realistic through all my role transitions. They have been helping me to build my goals and chart a plan to achieve them. Whenever I speak to my family about my career and the culture at Access, they really can’t say the same about the companies they work for.

I went back to college to obtain my Bachelor’s degree a year ago, and Access has entrusted me with flexibility and helped to balance my schedule. I was both working and going to school full time, Steve Ames, who I just started working with, literally told me not to work so long into the night, so I wouldn’t be burnt out. I appreciate their care for our personal life situations and goals which allows us to work to our full potential .

With the growth that I’ve witnessed each year at Access, I believe that it’s important to invest into a workplace that I’ll always be able to grow in so many different directions. There isn’t a reason for me to look elsewhere when I can look within, especially with plenty of support and opportunities around me!”

Matt celebrating a great quarter at a sales team outing

Dedicated Leaders Keep Cultures Connected

What do you like the most about your job.

“The culture and people that I work with! It’s an epic blend between a corporate setting and small, connected community. Some of the best people I’ve met since moving to Des Moines nine years ago, I met them at Access Systems.

I know it may sound cliché, but I am always impressed by our “work hard and play hard” mentality. My recent top 2 moments are definitely, when I landed on a few of my first large sales (so rewarding and exciting to see the months of hard work come to fruition) and our team outing weekend ( such a fun weekend and a great bonding experience with the people you work with every day). Not to mention, my all-time favorite, the annual company Christmas party. I’m also hoping to earn a spot to our Presidents Club trip to Cabo, Mexico this year!

I honestly also stay around because of the people, especially the leaders of our company. Shane Sloan, he isn’t your normal CEO. I have some of the most candid conversations with him just like I would with any of my friends or family. The Vice President of IT, Mitch Henry, I can testify that he has had my back through thick and thin professionally and personally. Last but not least, my manager, Steve Ames, always goes the extra mile to ensure that I have what I need to succeed and grow as a sales executive.”

Matt at an IT services outing.

Two Things I Need to Succeed Here – Integrity & Strong Work Ethic 

What is the biggest change in your personal & professional life after working at access.

“I have literally grown into an adult while working at Access. I was fresh out of college after getting my Associates degree when I started back in 2010. It has shown me the ropes on how business is conducted -- honestly and correctly. Having integrity, being loyal and trustworthy became even more important to me, as those are my personal core values as 

What Advice Would You Give to Young Professionals who Are Choosing the Right Fit to Grow their Career?

“The amount of work you put in is the amount of praise and reward that you get back. There are days where things are great, and there are days that are very challenging as with any job. Keep in mind that you want to choose a company that will give you support to help you through any obstacles thrown at you.

Look for a place where the opportunities for advancement are endless! If you’re looking for a challenging yet rewarding career, then Access is the place for you. With the way our company is expanding, what you start out doing may not be what you do in 2 years. Get planted here at Access and watch your career grow!”

We Are Expanding our Team!

Workplace culture should be one of the top factors to consider when looking for a new job, especially for young professionals. Matt’s investment of talent and time at Access has rewarded him with the best opportunities, coworkers and lifestyle.

Want to work hard, play hard and invest in yourself like Matt? We are #YourAccessToMore Career Possibilities! Join us today!

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A guide for mapping your employee experience

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journey of work experience

From the moment a candidate becomes attracted to your business, you have the opportunity to engage them in a unique and fulfilling experience. But the journey from interested candidate to fulfilled employee doesn't just happen – instead, it should be deeply considered and intentionally mapped.

Planning what your company’s employee experience (EX) looks like brings structure to each stage involved in an employee’s journey, leading to a consistent and equitable experience for each team member. 

By prioritizing a structured approach to creating an employee experience, you can develop a process that keeps you, your team, and other people leaders accountable for ensuring every employee has the best possible experience at your organization. Tracking the employee experience (through surveys and other touchpoints) confirms that the experience you're providing is fair across the organization.

In this article, we introduce our approach to mapping the employee experience and provide you with a guide for evaluating your existing employee experience and a step-by-step process for optimizing the experience for everyone involved. 

Why and how we created the employee journey mapping guide

The employee experience directly impacts your team’s performance, engagement , and well-being , and has a tremendous influence on your customer satisfaction and even profits. So to help your company streamline the employee journey mapping, we created a guide to optimize your existing EX and/or create a new approach that will work better.

In our experience working with over 5,000 diverse companies – with workforces ranging from 100 employees to 100,000, from bra makers to bread makers, from Melbourne to Milan – we've noticed there are a few things that are constant. All employees experience a typical set of stages in their journey, with specific key moments that make or break their experience. We created our guide for mapping the employee experience to help you make those key moments exceptional. By tapping into what makes your employees and company unique, you can supercharge engagement and retention at your organization.

A guide to mapping your employee experience

Start mapping your employee experience

How an employee journey map can help you .

Mapping your employee experience offers multiple benefits to all parties involved in an employee’s journey, including:

  • Helping HR teams effectively track an employee’s progress during their time at your company
  • Enabling managers to better guide their direct reports through the employee journey
  • Provide individual employees with a consistent and fair path toward success.

“With this guide, you’ll learn the common stages of your employee’s journey and prioritize the places where you could have the largest impact,” says Fresia Jackson, the Culture Amp People Scientist behind the design of this worksheet. “By putting yourself into your employees' shoes, you can see whether your values show through during key moments that matter and where you may be falling short. But since insight is nothing without action, we’ll also guide you through transforming what you learn into unique and impactful actions.”

Four steps for mapping the employee experience 

First of all, it's crucial to understand each individual stage of an employee’s journey. 

After you understand each stage, there are four steps you can take to map your employee experience:

  • Moments that matter
  • Organizational context
  • Employee lens
  • Prioritize.

Below, we discuss each stage briefly, but if you want to learn more about each stage in detail, check out the full guide to mapping the employee experience .

Step 1: Moments that matter

Within each stage, there are moments that will especially (and uniquely) matter to the employees at your organization. For example, within "Attract," a "Moment that matters" is "Receiving their office letter."

Although every stage is essential, there are specific stages that will drive particularly outsized results in your workforce. By identifying and focusing on the particular moments that matter to your people, you can help boost engagement, performance, and more.

Step 2: Organizational context

The employee journey map is incomplete without organizational context. Factors such as your company mission , vision, and values are crucial aspects of your employee experience. How your organization exhibits and lives these will directly impact an employee’s experience working with your team . As such, defining and prioritizing the key moments that demonstrate your values is crucial.

Step 3: Employee lens

In addition to the company’s ability to live its values, the employee’s lived experience also shapes how they will interact with their work. For example, are they new parents? Where are they in their career? It's important to consider how an employee’s unique (and intersectional ) identity or circumstances could impact their journey at your company. 

Step 4: Prioritize

The final step of the employee journey mapping process is to choose what stage and moment to focus on. It's a good idea to be narrow, as it will be hard to measure whether your actions are effective if multiple changes happen simultaneously.

Contributor - Kelly Luc

Senior Content Marketing Manager, Culture Amp

Alica Forneret, author

Alica Forneret

Writer, Culture Amp

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Guide to creating a whole journey employee experience

  • December 13, 2021
  • James Scott, CEO - Thrive.App

journey of work experience

Considering how your employees experience their workplace is important for retaining talent, particularly now staff shortages are at their highest for decades.  Here are some tips for creating a great experience for your employees at every stage of their employment journey.

The employee experience – put simply – is the journey taken by an employee within your organisation. Such a journey shouldn’t just happen: it should be planned, prepared, and executed carefully to ensure that every employee not only feels like part of the organisation, but knows their purpose and has opportunities to grow.

If employee journeys are poorly managed employees may eventually become disengaged and less committed to their jobs.

This is easily avoidable with some straightforward planning; just as a marketer or operations team would use a customer journey map to improve customer or client experience, business and HR leaders can use an employee journey map to both visualise and improve employee experience.  

How to create an employee journey map The process of plotting your employees’ experiences on a map is a proactive approach to developing a holistic view of stages. It also allows you to better track what’s working and what’s not.  

Firstly, start by outlining the journey stages, which may look something like this:  

  • Recruiting & hiring 
  • Engagement & retention
  • Development 

  Next, plot on your map what ought to be taking place at every stage for the best possible employee experience. Consider: 

  • what the objectives are for each phase. 
  • what the employee may be feeling or experiencing at each phase. 
  • what actions should be taken and by whom. 
  • what the main touchpoints are. 
  • how the experience will be measured.   

  This works best when done for each employee “segment” within your organisation. A segment could be specific to the department in which they work (such as sales, IT or marketing) or to their role (such as a manager or coordinator), or – ideally – both. It should also consider their location: deskless employees will have a vastly different experience in their journey than someone sitting in the corporate office, for example.  

Using the example of the journey stages outlined above, here is a more in-depth look at each one, with some suggestions on how to create an excellent experience throughout.

Stage one: recruiting and hiring

How your prospective employee may be feeling: Prospective employees may be feeling fearful or apprehensive about their ability to find a job, or perhaps eager to discover a new role in another company.

How to make it an excellent experience: This phase is likely to be the very first time your prospective employees get a sense of your company values and culture. Therefore, your hiring process should be clear and engaging, helping to effectively communicate those values while outlining job requirements. 

Ease any concerns about your organisation with strong communication from this earliest phase. 

Stage two: Onboarding

How your employee might be feeling: At this stage the employee may be feeling both excited and nervous about starting their new role, as well as overwhelmed at the amount of information they must consume and retain.

How to make it an excellent experience: A Gallup study found that only 12% of employees think their companies do a great job of onboarding new employees. Rather than sink your organisation into the other 88%, kick off onboarding as you mean to go on, with a thoughtful approach to this phase of the journey.

  • Provide information that is as targeted to their role and as personalised as possible, so they feel welcome and valued (and not like just another new hire). Bonus experience points for offering multi-lingual onboarding support.  
  • You’ll be providing a ton of logistical information, company documents, policies, and so on. Make it digestible, easy to locate and access, and available on any device.  
  • While they’re getting up to speed on essentials, make sure they know where to find the fun; perhaps you run events and competitions, for example, designed to bring your teams together. 
  • Make sure they know who leadership is and how to access other contact information via a readily accessible directory of people.  

Stage three: Engagement and retention

What your employee might be feeling: Ideally, by now your employee will feel part of the team and that they have valuable skills and ideas to contribute. However, a 2019 study showed that, after just six months of employment enthusiasm among employees declines by about 22%. Depending on the experience and other factors, the employee may be discouraged, feel overlooked, or like they don’t quite fit in or measure up.  

How to make it an excellent experience:

  • Provide the ongoing training and support your employees need not just to perform their job functions, but to progress professionally as well. This will lead to greater retention and help your organisation avoid being swept up in the “turnover tsunami” that has affected so many this year.  
  • Foster inclusion and encourage all voices to contribute in a variety of ways, whether it’s by creating user-generated content or participating in pulse surveys to share their opinions and experiences.  
  • Proactively communicate with employees, and ensure they have ways to offer feedback. Then, respond to that feedback so employees know they are being heard.
  • Celebrate achievements and empower team members to recognise each other. Consider integrating an employee app into your existing recognition programmes to make recognition more immediate.

Stage four: Development 

How your employee may be feeling: Many employees will be keen to grow their skills and even gain promotion. Conversely, some may feel disgruntled or bored. Both types of employees need opportunities to grow while gaining recognition. 

How to make it an excellent experience: 

  • Take pulse surveys and use the resulting data to know where the business can improve its employee experience and what employees want in terms of development opportunities.  
  • Motivate employees with an abundance of training and development modules alongside other learning and growth opportunities. Make these things easy for employees to access where and when they would like. Personalise training for each employee.  
  • Continue to recognise employees on a frequent basis by publishing success stories on your communication channels. 
  • Host events and competitions to encourage interaction and connection.  

Ultimately, taking time to focus on your employee experience strategy and making a conscious effort to ensure your workforce are engaged and satisfied within their roles can be hugely beneficial for your organisation. After all, those who are happy at work are undoubtedly more likely to enhance the customer experience – and what business wouldn’t want that?

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Employee Journey Mapping: Ultimate Guide

You found our ultimate guide to employee journey mapping .

Employee journey mapping refers to the process of charting an employee’s tenure with a company, beginning from when the individual applies for the job and concluding when the employee leaves the organization. Examples of milestones include onboarding, feedback, and training. The employee journey encompasses the experiences between the beginning and the end of an employee’s tenure. Employee journey mapping allows you to provide the groundwork for a satisfying work experience for your staff.

These ideas are related to  employee engagement best practices , employee satisfaction , professional development best practices , and worker retention tips .

This article includes:

  • definition of employee journey mapping
  • employee journey mapping stages
  • employee journey map examples
  • employee journey touchpoints

Here we go!

Definition of employee journey mapping

Employee journey mapping is a strategic process companies use to understand, analyze, and optimize the entire lifecycle of an employee. This process involves creating a visual representation of the employee’s experience, from the initial contact during recruitment to their exit or retirement. This map highlights key touchpoints, interactions, and emotions experienced by employees at each stage of their journey.

The primary goal of employee journey mapping is to identify pain points and areas for improvement in the employee experience. By visualizing this journey, organizations can gain valuable insights into how to improve employee engagement, satisfaction, and retention. This process also helps align HR with organizational goals, ensuring the employee experience supports the company’s mission.

To create an employee journey map, firms collect data through surveys, interviews, and feedback from employees at various stages of their employment. This data is then used to create a detailed and actionable roadmap for improving the overall employee experience. Employee journey mapping is an ongoing process, helping organizations adapt to changing employee needs. In addition, this process lets firms regularly refine their strategies to create a more positive and fulfilling work environment.

Employee’s journey mapping stages

he employee journey map helps companies better appraise the value of an employee’s work and the time spent at an organization. The following are the stages of an employee journey map.

1. Recruiting and Sourcing

When an applicant applies for a position, it is the first time they interact with the organization. Therefore, this stage is one of the most critical steps that demand proper planning and recording. An employer should try to provide the best image to potential candidates and create a more favorable environment for new hires to begin their careers.

The company writes up a thorough job description, including any prerequisite skills or experience, and applicants who follow the proper channels know precisely where they are at any time throughout the hiring process. Since this point of contact may mark the final stop on the trip maps for many workers, the touchpoint must be engaging. Such workers may keep an eye out for opportunities in the future and reapply if they are a good fit.

2. Onboarding

As a result of the efforts put into the onboarding process, employees have a better experience throughout their journey with the company and are more productive. Employees’ first few months on the job are crucial to their overall experience. The mapping helps ensure that employees fit right into the organization’s culture, get all the tech and accessories they need for work, and be able to ask questions when confused. Companies can improve the employee onboarding process to improve their interaction with new staff members.

​Here is a list of  onboarding best practices .

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3. Employee Development, Education, and Training

The practice of investing in employee training and development is ongoing. However, employees may express dissatisfaction due to a lack of opportunities to improve in their careers and learn new skills. Although the firm may try to provide a pleasant working environment for its employees, if it fails to provide adequate training and orientation, those workers may seek better opportunities elsewhere.

Many businesses have coordinated strategies for the first 30 to 90 days of a new hire, but such firms still have much to offer over time. The most successful businesses provide employees with a clear path to promotion and growth at every stage of their employment.

​Read about the  importance of professional development .

4. Career Progression

Career progression refers to employees advancing and growing within an organization. Members will likely move from one role or position to another, typically with increased responsibilities, authority, and compensation. This process is an important piece of employee development and retention, as it provides a clear career path. Career progression involves various elements, including promotions, lateral moves, skill development, and mentorship. Organizations that effectively support and facilitate career progression retain top talent and create a motivated and engaged workforce.

5. Engagement and Communication

A business should ensure employee journey touchpoints maximize productivity, encourage consistency, and keep workers engaged. The organization should establish a reliable communication method that allows employees to voice their opinions and concerns. Employees need a safe space to discuss topics that affect their output, such as feelings of isolation and despair, workplace politics, and personal matters.

​Examples of these channels include:

  • ​one-on-one meetings
  • ​performance reviews
  • ​employee surveys
  • ​peer-to-peer reviews
  • ​water cooler chats

In addition, it helps when management devises tactics to motivate employees and maintain a personal and physical connection to the business.

6. Rewards and Recognition

Most employees like appreciation. Employee recognition is an integral part of the employee journey to maintain a loyal and productive workforce. Recognitions often include personal milestones like anniversaries, birthdays, or any professional success. The acknowledgments motivate employees to demonstrate good conduct, consequently helping to strengthen the overall work culture.

Workers also like recognition for a job well done. Rewarding workers with a meal out, bonus, cake, basket, or gift card can be useful when plotting out an employee’s journey within the company.

​Check out this  list of employee recognition program ideas .

7. Performance Evaluation and Feedback

Regular employee performance evaluation and feedback are essential in any business. An employee’s performance evaluation should highlight both strengths and areas for development. Unfortunately, many companies are behind the times when it comes to their feedback culture. Some firms conduct performance reviews merely as a necessity or fail to be thorough with the process.

Multiple studies show that workers look forward to receiving positive feedback from their bosses. With this information, employees may evaluate the quality of their output. The who, what, when, where, how, and why of an employee’s performance should also be at the center of a feedback form.

​This phase of the journey map should answer questions like:

  • Who is offering feedback?
  • Where will employees get the review and feedback?
  • What is the effect of the feedback on employee output?
  • What is the nature of the feedback?
  • How often is the performance evaluation?
  • Why the feedback?

When mapping the employee journey, it is vital to include specifics about how and when employees will get feedback on their performance.

​Here is a  list of tips for giving employee feedback .

8. Offboarding

The time eventually comes for every worker to leave every organization through termination, retirement, or resignation. By managing this transition properly, companies can ensure their former employees return to work for the company or promote it to their contacts. For example, if an employee had a good offboarding experience, they are three times more likely to promote the company to others than if they had a neutral or bad one, as reported by Gallup .

Many departing workers often desire to get acknowledgment from their employer and to discuss their experiences there openly. This information can help you develop a plan for improving the experience of the replacement employee. For instance, if the worker’s hopes for the position differed from the job’s realities, this information can help you create a more detailed job description.

Various employees will reach different destinations at the end of the road. For example, a worker who has spent decades with the same company may be thinking about retiring. A departure might also be in search of a new position. At this point, you should consider how the worker’s departure affects the workforce. This aspect of the employee journey mapping ensures that the departing worker’s knowledge gets passed to other staff members. You will also think of ways to share the news with other workers.

9. Alumni Engagement

Alumni engagement involves maintaining relationships with former employees or “alumni” of an organization. These individuals may have left the company for various reasons, such as retirement, pursuing other opportunities, or life changes. Despite leaving the firm, these former workers can still play a valuable role in the organization’s network. Alumni engagement programs aim to keep these individuals connected to the company’s community and brand. This step can include activities like alumni newsletters, events, networking opportunities, or even rehiring initiatives. Engaging with alumni fosters a sense of belonging and goodwill well beyond employment. This process can also lead to potential rehires, referrals, or even business partnerships in the future, making it a strategic element of talent management.

The importance of employee journey mapping

For big firms, an employee’s story may go through the cracks easily since supervisors and team leaders are either too busy or uninformed of the possible difficulties that might arise at crucial points in the employee’s career. For instance, a direct supervisor may not know that one of their new hires needs additional help as they begin their career path. The following are some of the importance of employee journey mapping.

1. Better Knowledge of Pain Points

Identifying pain points means finding the parts of an employee’s journey where they face problems or feel unhappy. These problems can workers them frustrated or dissatisfied. When organizations find these pain points, they can figure out what is wrong and work toward improvements. This process helps employees have a smoother and happier experience overall. Organizations need to gather information and feedback to discover these issues and fix them. This way, employees will be more satisfied and want to stay in their roles or come back.

2. Increased Employee Satisfaction

One of the most critical factors in creating a successful business is making sure your employees are happy. Having employees that treat their jobs as a calling is a sure sign that you are on the right track. If workers believe their bosses care deeply about them, they are more likely to find satisfaction in their work. Showing your employees that you appreciate them by mapping their journeys and enhancing their experience at work is a way to earn their loyalty and devotion.

​Here are  job satisfaction statistics .

3. More Positive Work Culture

Running a business is not about the individuals but the teams. If any of its workers start thinking about improving themselves alone, this might signal a red flag. The success of every business depends on the quality of the relationships between its management and its employees. The employee journey mapping keeps your employees tight-knit and helps create a positive work culture.

​Read this guide on creating a  positive working culture .

4. Lower Employee Turnover

When workers are happy in their jobs, they do not consider looking elsewhere. Studies show that turnover is lower in companies that invest in their employee’s professional development and look out for their staff. Employee journey mapping might assist a company in deciding when and what training its staff needs. Management might use maps to plot out training programs for employees.

​Learn about the  reasons for employee turnover .

How to create employee journey maps

When looking for employee journey map examples, it is important to understand the steps that go into this process. The following are the stages of developing an employee journey map.

1. Determine the Map Type

Due to your pivotal position in ensuring a positive employee experience, you should also oversee the mapping process. You should first decide what type of map you want to make. It is necessary to determine your motivations for using employee mapping. You can get managers’ input to create a comprehensive strategy.

An excellent way to start is to draw a rough outline and then consider how you may proceed with the actual mapping. The map can be flexible enough to make changes as you go along. For example, you can ensure the map includes all the key places employees interact with the company. After deciding on the touchpoints you want to include, you can return and make the necessary adjustments to the template.

2. Develop the Persona

To begin creating the employee journey map, you must first divide your workforce into subsets. The experiences of workers in different departments, in particular, will vary greatly. You can find out what works and then make a template for it. For instance, the journey of a sales team will vary greatly from that of the IT department. Further, a new hire will have a distinct set of experiences than a long-tenured worker. Thus, it is crucial to make subsets before developing templates. It is not necessary to create a unique map for each worker. However, you can sort employees by personas to make the process easy.

3. Determine the Measurement Metrics

Part of the employee journey map is settling on a set of measures to evaluate the collected qualitative and quantitative information. Due to the large number of teams involved, individual workers will get feedback from different groups. Team roles may include recruitment, orientation, or training. Accordingly, there has to be a standard unit of performance metrics. The feedback method may be either numerical or free-form, requiring workers to answer questions.

4. Gather Data

Gathering data is the crucial first step in creating an employee journey map. The process involves collecting information from a variety of sources. This data helps companies gain insights into the experiences, perceptions, and needs of employees throughout their tenure in the organization. Firms can collect this information through employee surveys, interviews, focus groups, HR records, performance evaluations, and feedback mechanisms. By collecting and analyzing this data, organizations can uncover patterns, pain points, and opportunities for improvement. This information helps organizations make informed decisions and design effective solutions that improve the overall employee experience.

5. Design Solutions

Designing solutions is the phase where organizations develop strategies, interventions, and initiatives to improve employee experiences. These strategies aim to address the pain points and challenges identified in the employee journey. Finding solutions involves brainstorming creative and practical approachesto enhance the employee experience. These solutions may include improvements in HR policies, training programs, communication channels, work processes, and employee benefits. Effective solution design requires collaboration among various departments and stakeholders. This communication ensures the proposed changes align with organizational goals and are feasible to implement. The goal is to create tangible and actionable plans that will improve employee satisfaction, engagement, and retention.

6. Keep the Map Updated

The employee journey map is a continuous process. Many changes will occur over time, and your map should reflect them. For instance, if there is a major disruption across an organization’s primary touchpoints, then it is important to monitor developments and include any necessary adjustments into the map.

An organization may handle in-process adjustments, infrastructure development, improved communication, and policy modifications with employee data. Employers may better understand their employees’ needs and develop strategies to meet them by mapping out the whole employee experience. The purpose of creating an employee journey map is to document the worker’s experience as they go through their employment.

Open conversations about workers’ experiences and pain points are a great way to lay a strong groundwork for the future. You can use the employee’s persona to map the employee’s path within the business. Establishing the organization’s core values is the first step in developing a comprehensive picture. Next, you can find out what resources are available to workers and use that information to inform your mapping process.

Next, check out these lists of  employee engagement statistics  and books on the employee experience .

FAQ: Employee journey mapping

Here are frequently asked questions about employee journey mapping.

What is employee journey mapping?

Employee journey mapping is a visual depiction of the events that occur during an employee’s time working for a company. The map shows the complete scope of your employees’ interactions with your business.

How do you map the employee journey?

You can map an employee journey by establishing the objectives of the process and creating an outline. The process includes developing personas, discovering critical touchpoints, and getting employee feedback. Then, you can use the information obtained to update the map continuously.

Why is employee journey mapping important?

Employee journey mapping helps to improve employee experience, boost satisfaction in the workplace, and build a positive work culture. The map also increases retention rates and lowers employee turnover.

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Author: Grace He

People & Culture Director at teambuilding.com. Grace is the Director of People & Culture at TeamBuilding. She studied Industrial and Labor Relations at Cornell University, Information Science at East China Normal University and earned an MBA at Washington State University.

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8 Insightful Steps to Improve Employee Experience

journey of work experience

What does it mean to be people-centered and how can this approach enhance the employee experience? A simple visual tool called the Employee Experience Journey Map can help you discover how to motivate teams and inspire an employee experience revolution!

For most people, working in a company is like having a holiday dinner at your in-law’s house. Outwardly, you’re smiling, but in private, you’d rather be celebrating elsewhere.

The Puzzle of Improving Employee Experience

Not surprisingly, Glassdoor —a site known for anonymous employee company reviews—shows that only 54% of workers would recommend that their friends accept a job where they work. Common sources of frustration for many employees these days include lack of transparency or understanding, lack of resources to properly do their job, inflexible working environments, and poor communication.

As news of employee frustration works its way up in organizations, c-suite executives and members of the board of directors begin to hear the phrase “be people-centered.” Meaning, design solutions around people’s needs. While this appears to be common sense, it’s not as simple as it sounds. Becoming people-centered seems somewhat intangible—more art than science.

In fact, the Deloitte report on HR trends (2017) reported that 80% of HR directors believe the employee experience is “important” or “very important” to the health of their companies. Yet more than 50% surveyed admitted they did not know how to go about addressing employee experience.

Taking the First Step

An Employee Experience Journey Map can help you begin to move in the right direction.

A diagnostic tool that will help you visualize an employee’s current experience in your organization, the Employee Experience Journey Map includes “touchpoints” at which you can assess whether an employee’s experience meets their expectations.

For instance, a new employee’s first day of work is filled with critical touchpoints. It’s not uncommon for a new employee to feel overwhelmed by the day’s end as mountains of information gets shared enthusiastically by their employer and co-workers; however, more frequently than not, a greater volume of information is shared than the newcomer can assimilate, thereby frustrating the new employee and creating a wide gap between expectation and experience.

On the other hand, that same day the employee meets their new coworkers, another touchpoint. In this case, the coworkers prepared a special reception with food included to get to know each other better. Here, the employee’s expectations have been far exceeded.

When we identify and begin to address the gap between expectation and experience, the notion of being people-centered will cease to be a platitude on a PowerPoint slide and will start to become reality.

Eight Keys to Creating an Employee Experience Journey Map

It can be daunting at first to try your hand at Employee Experience Journey Mapping. Through trial and error, however, we’ve learned a lot about the process at XPLANE. Here are our top eight keys to creating an Employee Experience Journey Map that puts you on the path to enhancing employee experience—and ultimately getting the best from your teams:

 1. “Segmentation” means “love.”

Employee experience within any one organization is rarely homogenous. Different employees experience different realities. Understanding these differences is essential to improving employee experience. Start by creating three to six “employee “personas” that represent profiles of the most relevant groups. XPLANE’s Empathy Map Canvas can help you develop critical insights about each persona that lead to deeper understanding.

2. Invest in research.

This relates to our first point. Before you can improve a group’s experience, you must take time to understand their reality. For example, if you created four employee personas, you’ll need at least a month to gather information by conducting interviews or hosting focus groups before you share your findings.

3. Make it visual.

Visuals allow you to align a team around one unique representation. XPLANE’s Employee Experience Journey Map includes the option to debate the stages, points of contact, and needs of the employee, as well as the insights of the research phase and opportunities that arise from analysis of previous elements.

4. Identify touchpoints from the employee’s perspective.

At times, work sessions based around the Employee Experience Journey Map can lose focus of the employee. Without realizing it, people from different areas of the company that participate in the process can influence or alter the employee persona with their point of view. The success of your Employee Experience Journey Map depends on prioritizing the perspective of the employee over the personal experience of work session participants.

5. Adapt to your organization.

Each company is different. The various stages of a journey and the different touchpoints, in particular, must reflect the reality of your organization. While the template is standard, companies never are—each organization is different.

6. Divide and conquer.

An accurate understanding of employees’ reality is the foundation for determining how to relieve pain points. This is why it is necessary to take into account every detail—each point of contact can hide other smaller points of contact. Dividing these points of contact into their smallest units will better focus your efforts during your journey mapping exercise.

7. Co-creating means incorporating the group’s vision.

When you create an Employee Experience Journey Map, we recommend that people with different points of view participate. While there are moments dedicated to analysis, there are also times that require creativity and the search for opportunities. The more varied the group, the richer the results.

8. Use metrics wisely.

An Employee Experience Journey Map is subject to company objectives; therefore, fixed measurement criteria are necessary. Using people analytics in the context of the Employee Experience Journey Map means counting on metrics similar to those used in the customer experience area (the “Employee Net Promoter Score”). Additional tools such as BEACONFORCE can help track employee experience. The map itself will help you determine which measurements are needed based on identified pain points.

A New Path to Improving the Employee Experience

Research around the employee experience in companies has just begun. Case in point: The KennedyFitch report on employee experience, published in 2020, reveals that only 37% of companies have created an Employee Experience Journey Map. By honing in on employee experience at your company or organization, you can help pioneer a new way of working that will help employees become more engaged and more invested in making your place of work a place people want to see succeed.

journey of work experience

Download our Employee Experience Journey Map and share with us your ideas and comments. We welcome your feedback!

  • July 15, 2020
  • People , Process , Tools

Work Experience Calculator

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Why It's Important to Know Your Work Experience?

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  • 1. What Is Work Experience and How to Calculate It?
  • 2. How Can Work Experience Shape Your Career? Exploring Its Significance
  • 3. How Do I Choose the Right Work Experience to Include on My Resume?
  • 4. Where Should I Add My Work Experience on LinkedIn for Maximum Impact?
  • 5. How Much Work Experience Do You Need for an MBA Program?

social worker

How To Become a Social Worker

Author: University of North Dakota March 1, 2024

Becoming a social worker involves obtaining a relevant bachelor's degree, gaining field experience, advancing with a master's degree and securing licensure.

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Many individuals nurture a childhood dream of dedicating their careers to helping others, drawn by an innate desire to positively impact the world. While some aspire to don a doctor’s white coat, others may envision themselves in professions such as teaching, firefighting or law enforcement. Among these varied paths, the field of social work is one worth exploring for anyone driven by compassion and commitment to social justice.

Social workers are the unsung heroes who navigate the complexities of human experiences, offering support and advocacy to individuals and communities in need. In a world that often grapples with diverse challenges, social work emerges as a vital force, advocating for the well-being of society’s most vulnerable. Read on and join us in exploring how to become a social worker and contribute to the collective endeavor of fostering a better tomorrow.

What is a Social Worker?

To understand what a social worker is, we must have a solid understanding of their field. The International Federation of Social Workers defines social work as a practice-based profession as well as an academic discipline that actively promotes social change, development, social cohesion and the empowerment and liberation of individuals. It bridges individuals, communities and the societal structures that impact their well-being.

Social workers are guided by core principles of social justice, human rights, respect for diversity and collective responsibility. They are professionals who utilize theories from social sciences, humanities and indigenous knowledge to help people address life challenges and enhance overall well-being. Through their work, social workers engage individuals and structures in pursuit of a better future.

Social workers actively promote social change, unity within communities and the empowerment of individuals and groups, aiming to liberate them from oppressive circumstances. Some of their day-to-day duties include:

  • Conducting assessments of individuals and communities to identify needs and challenges.
  • Developing and implementing intervention plans to address identified issues.
  • Providing counseling and support to people facing social and emotional challenges.
  • Advocating for the client’s rights and needs within various systems.
  • Collaborating with other professionals, agencies and community resources.
  • Conducting research to inform practice and contribute to the field’s knowledge base.
  • Engaging in community outreach and education programs.
  • Participating in policy development and advocacy for social justice issues.
  • Managing and documenting case records to track progress and outcomes.

How to Become a Social Worker

Becoming a social worker involves a structured educational approach that aims to equip students with the skills and knowledge needed to make a positive impact on the lives of others. The academic path encompasses undergraduate and graduate degrees paired with hands-on learning and licensure.

Earn a Bachelor’s Degree

The first crucial step in becoming a social worker is earning a Bachelor of Science in Social Work . However, an alternative entry point into this career is through a related field, such as a Social Science degree , Psychology degree or Sociology degree . This flexibility broadens the pathways for individuals who may discover their passion for social work later in their academic journey.

Numerous universities offer programs specifically tailored to meet the educational requirements of aspiring social workers. These comprehensive programs encompass foundational courses and electives through which students can explore critical topics such as human behavior, social policy and cultural diversity. This interdisciplinary approach equips students with a well-rounded understanding of the factors influencing individuals and communities.

Gain Experience

In addition to the robust foundation of knowledge gained through a bachelor’s degree, acquiring hands-on experience is equally indispensable for grasping the intricacies of the social work field. Aspiring social workers are encouraged to pursue internships, volunteer opportunities or entry-level positions in various settings, such as social service agencies or community organizations. This practical engagement allows individuals to apply theoretical knowledge in real-world scenarios, fostering a deeper understanding of the challenges individuals and communities face.

Some higher education institutions integrate these hands-on opportunities into their curricula, recognizing their significance in shaping well-rounded social work professionals. By providing internships or field placements, they aim to enhance students’ comprehension of social work in action. These experiences align with academic goals and offer students a chance to directly contribute to community well-being.

Consider Getting a Master’s Degree

For those looking to advance their careers and take on more specialized roles, pursuing a Master’s in Social Work (M.S.W.) is often the next logical step. Though advanced degrees are not among the qualifications needed to be a social worker, many positions, especially those in clinical or supervisory roles, may require or prefer candidates with an M.S.W.

UND MSW students at their commencement ceremony

Advanced coursework in areas such as clinical practice, policy analysis, research methods and program evaluation, available in master’s degree programs, help refine the skills of aspiring social workers. Additionally, such programs typically include a supervised field placement, allowing students to apply advanced concepts in a specific area of social work. Therefore, M.S.W. degrees not only broaden career opportunities but also deepen the impact social workers can have on the lives of those they serve.

Earn Your License

The distinction between a licensed vs. unlicensed social worker centers on legal authorization and qualifications. Licensed social workers are allowed to independently engage in clinical practice, including diagnosing and treating mental health issues. On the other hand, unlicensed social workers lack the additional requirements for clinical licensure; therefore, they often work in supportive roles, case management or advocacy under the supervision of a licensed professional.

The licensure process varies by jurisdiction but generally involves completing a set number of supervised clinical hours, passing an examination and fulfilling continuing education requirements.

Skills of a Social Worker

Social workers require a mix of soft and hard skills to effectively navigate the complexities of their roles and positively impact the lives of their clients. Key skills vital for social work include:

  • Attentive listening and understanding clients’ perspectives and experiences.
  • Cultural sensitivity and respect for diverse backgrounds.
  • Problem-solving and critical thinking proficiency.
  • Competence in managing and supporting clients in challenging situations.
  • Strong collaboration and communication skills.
  • Consistent adherence to ethical standards and practices.
  • Ability to handle morally complex situations.
  • Commitment to advocating for clients’ rights and well-being.
  • Adaptability and flexibility to meet changing conditions and client needs.
  • Dedication to continuous learning and professional development.

a group of students engaged in a social work class

Salary of a Social Worker

According to data from the Bureau of Labor Statistics (BLS) , social workers in the United States earn a median annual wage of $55,350. The lowest 10% of social workers made less than $36,600, while the highest 10% earned more than $87,300.

Moreover, their data shows that median annual wages for social workers varied across different industries. In hospitals (state, local and private), the median yearly salary was $66,300, making it one of the higher-paying sectors for social workers. In local government, excluding education and hospitals, social workers earned a median wage of $62,390, whereas ambulatory healthcare services offered a median annual wage of $58,690. State government positions, excluding education and hospitals, had a median yearly wage of $52,640, and social workers in individual and family services earned a median salary of $46,670.

There are several factors that can influence the salary of social workers beyond the industry in which they work. One significant factor is the level of education a social worker possesses. Social workers with advanced degrees, such as an M.S.W., may command higher salaries. 

Geographic location is another influential factor. Salaries for social workers can vary significantly based on the cost of living and demand for social work services in different regions. Additionally, specialized certifications and additional training in areas such as healthcare, substance abuse counseling or school social work can help enhance a social worker’s marketability and potentially lead to higher salaries in specialized fields.

The Bottom Line

To become a social worker, you start by acquiring a bachelor’s degree, gaining practical experience, progressing to a master’s degree for specialized roles and ultimately securing licensure. This career is not just fulfilling; it is vital, given the pivotal role social workers play in championing societal well-being and driving positive change.

Begin your venture into social work by exploring our Bachelor of Science in Social Work or elevate your skills with our Master’s in Social Work . Together, we can shape a future filled with compassion, impact and positive transformation.

How long does it take to become a social worker? ( Open this section)

The duration of becoming a social worker relies on the level of education and the kind of social work one intends to pursue. A bachelor’s degree in social work typically takes around four years to complete. However, many social workers opt for a master’s degree in social work so they can land advanced positions, which requires approximately one to two additional years of graduate-level education. The number of years required for the master’s degree may be dependent on whether one pursues the program as a full-time or part-time student. 

What is the work environment like for a social worker? ( Open this section)

Social workers can be found in various work environments, including hospitals, schools, government agencies, libraries, nonprofit organizations and private practices. The work environment often depends on the specific field of social work.

Are social workers in high demand? ( Open this section)

Yes, social workers are in great demand. According to data from the BLS , there is a projected 7% increase in the overall employment of these professionals from 2022 to 2032, resulting in approximately 63,800 job openings annually.

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What's it all about?

SAP Build Work Zone enables non-technical professionals to navigate complex enterprise technology systems, landscapes, and tools. With drag-and-drop and customization tools to create portals, intranets, and workspaces, you can bring together all types of content, UI tools, IT systems, content repositories, applications, and channels.

Explore how you can use the tools to integrate SAP applications and services across your channels, business processes, applications, and devices.

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Explore sap build work zone tutorials, design sap work zone's home page, add a workspace to sap work zone, add a url app to your sap work zone page, add an sapui5 app to an sap work zone page, become a certified sap builder, sap learning group.

Join our SAP Learning Group moderated by an SAP Learning expert. Ask your questions about your digital learning journeys, prepare successfully for your SAP Certification exams, and collaborate with other learners to reach your learning goals.

journey of work experience

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journey of work experience

Overcoming Adversity: Derek’s Boys Town Journey

At Boys Town, many of the kids we work with come from difficult backgrounds and experience obstacles that they have to work hard to overcome. This is the story of one such person.

Meet Derek, a 14-year-old, who came to the Bazarsky Campus in Portsmouth about six months ago. Derek and his three brothers have had a difficult upbringing. Their parent’s struggle with substance abuse. And their inability to provide a safe environment resulted in the boys being removed from the home and split up into various foster homes. Despite his new surroundings, Derek’s struggles continued. He was removed from his first foster home for smoking marijuana in the house. After he was caught breaking into cars with friends, he was removed from his second foster home and came to the Boys Town New England Family Home Program.

“When Derek arrived here, he failed to take accountability for his actions,” explained Family Home Program Consultant Tim Croteau. “He was really struggling academically and his lack of respect for authority figures was quite evident.”

Derek’s time in our Family Home Program on our Bazarsky campus was remarkable. Since arriving, Derek has transformed into a role model for the other kids. The ninth grader stopped using illegal substances and has earned straight A’s…in an engineering program no less!

“Derek coming from a world of negative influence and instability has learned through large amounts of effort to become a very immovable and fixed person within his own intelligence and morals,” shared Nick Morris-Hayes, Derek’s Family-Teacher. “He brought a sense of warmth and humility to the home that will be missed upon his positive discharge into a new life."

Derek’s goal, as it is for all our kids, is reunification. Unfortunately, his parents have not taken the steps they need to provide a safe and stable living environment for him and his brothers.

The good news is there are other family members who are there for Derek. His aunt, who is currently caring for Derek’s younger siblings, is a consistent and steady presence for him. Derek visits her on most weekends, and she has cooked dinner for Derek’s entire Family Home at Boys Town. Although she does not have room to bring Derek home with her, she has worked with Boys Town and planned for Derek to live nearby with another family member. The best part is that Derek will be able to have regular contact with his siblings…and there is nothing better than being near your brothers.

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ABC 7 Chicago

Cheryl Scott's fertility journey, egg freezing let her take reproductive future into own hands

A growing number of American women are taking their reproductive future into their own hands, including our own Cheryl Scott.

As part of her fertility journey, Scott underwent the process of freezing her eggs twice. It's a long, exhausting and emotional experience, but it's also one more and more women are going through.

ABC7 Chicago is now streaming 24/7. Click here to watch

Scott made the decision to freeze her eggs in February 2023. Along the way she chose to document and share her journey so that other women know they're not alone.

And they're not; a record number of women are choosing to freeze their eggs in preparation for a fertility journey at a later date.

"I think the reason it's skyrocketed is because women know this is an opportunity, and it's something they can do.," said Dr. Emily Jungheim of Northwestern Medicine. "It works."

More women are freezing their eggs

In 2021, 25,000 egg freezing procedures were performed in the United States, up more than 31% form the year before. It's not an inexpensive procedure; it can cost anywhere from $5,000 to $10,000 a cycle.

Despite that, more women are choosing to make the investment and more employers and insurance companies are offering coverage for fertility treatments.

"When you can freeze an egg, you freeze time. It allows you to get pregnant at a much higher rate if you freeze when you're younger. Less miscarriages, healthier babies," said Dr. Brian Kaplan, reproductive endocrinologist. "You need more eggs frozen, ideally, the older you are, because there's going to be higher attrition. And between 29 and 39, that drop off is dramatic."

Scott is in her late 30s. While she said she wishes she froze her eggs sooner, she landed her dream job and chose to focus on her career. Dr. Kaplan, her reproductive endocrinologist, assured her she still has time.

How does egg freezing and retrieval work?

So she started the process. Each egg retrieval cycle involves about two weeks of hormone shots taken every night to stimulate the follicles in the ovaries.

"In a natural cycle, you only develop one follicle on your ovary, with potentially one egg. What we need to do is get as many of those follicles, as many eggs as we can," Kaplan explained.

Along the way were appointments for bloodwork, and ultrasounds to monitor the shots' progress.

After two long, uncomfortable weeks there is then a "trigger shot" to prep the body to release eggs at just the right time.

Thirty-six hours later, it's time for egg retrieval.

The actual retrieval is a short surgery performed under sedation. The eggs are then taken to the lab for evaluation and freezing.

While it was a tough process to go through, Scott said she feels proud and empowered to have made the choice to freeze her eggs.

While there is no guarantee this will result in a future baby, it does increase her chances of having children if her fertility is affected in the future.

Chicago, MI/USA October 10, 2016: Famous Cloud Gate sculpture in Chicago Millenium Park

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  1. The Future of Work: Mapping Your Employee Experience

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  2. Employee Journey Mapping: How to Make Each Experience Count

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  3. Trends in Employee Journey Maps

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  4. Essential Moments of Your Employee Journey Map

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  5. Employee Journey Mapping

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  6. Pin on C&J Experience

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COMMENTS

  1. The Employee Journey: A Hands-On Guide

    The employee experience is a journey. It encompasses every interaction employees have with your workplace, from Instagram posts they see before they apply to conversations they have with seasoned ...

  2. "Tell Me About Your Work Experience" (With Example Answers)

    3. Quantify your experience. If applicable, use data to add proven value to your accomplishments. For example, you can discuss your annual performance review numbers or the increasing percentage of quality work output. This strategy can serve as evidence of your professional achievements. 4. Illustrate the connections.

  3. How to Describe Your Work Experience on Your Resume (With ...

    Tips to describe your work experience on your resume Showcasing your work experience and education puts you in a position to be hired for a job or move on to the next round of the interview process. However, be sure to keep these tips in mind when describing your work history: Research the company you're applying for.

  4. Employee Experience Journey Mapping Guide + Example + Template

    These are layers of data you want to have on your map. Some of the commonly used journey map layers include employee goals, employee expectations, emotional experience, process, channels, touchpoints, and problems. Map it out. For each stage you defined, fill in the map sections with data about this stage.

  5. How to Improve the Employee Experience

    The manager-employee relationship is the most important relationship at every stage of the employee journey. Managers affect employees' work experience in how they engage them and develop their ...

  6. Employee experience journey mapping

    Employee experience journey mapping is the process to visualize and analyze the various stages of employees. Here's a complete guide to an effective employee journey. ... Start with the recruitment and onboarding phase, move on to professional development, and finally, the ongoing work experience. Each stage has its unique challenges, goals ...

  7. Work Experience and Your Career: Importance and Tips

    2. Intermediate. After gaining a few years of experience in a specific field, you'll become qualified to start applying to intermediate- or associate-level jobs. With this level of experience, your employer will be less likely to supervise you closely, and you may find more opportunities to work independently.

  8. Employee Journey Mapping: Improve Your Employee Experience

    Investing time in employee journey mapping can help your company offer an improved employee experience. As the experience improves, employees feel more engaged at work. Processes become more efficient, and employees can become more productive. These efforts can all be boosted with software that supports the employee experience and provides the ...

  9. Your Resume's Work Experience Section: A Complete Guide

    For most job seekers using a chronological or combination resume format, you should list your past jobs within your experience section (or sections) in reverse chronological order. For each item you list—full-time jobs or other types of experience—include the following: Position details: List your job title, company name, location, and ...

  10. A Guide for Mapping the Employee Journey and Experience

    Refine the journey experience map based on employee feedback. Creating an employee journey map isn't a one-time process — paths are subject to frequent changes. For example, communicating with employees about coronavirus wasn't critical to their work experience until 2020, when the pandemic spread globally and began disrupting touchpoints ...

  11. 3 Words to Describe My Career Journey

    3 Words to Describe My Career Journey - Upward, Learning, Evolving. At Access, we take pride in our award-winning work environment and people-first culture. Each of our team members professional paths and personal stories are valuable and significant in contributing to our success today. I sat down with Matt Ringgenberg, an IT Account ...

  12. A guide to employee experience journey mapping

    So to help your company streamline the employee journey mapping, we created a guide to optimize your existing EX and/or create a new approach that will work better. In our experience working with over 5,000 diverse companies - with workforces ranging from 100 employees to 100,000, from bra makers to bread makers, from Melbourne to Milan ...

  13. Here are 6 things I learned (so far) in my journey for an Experience

    Work hard, stay determined and you'll get recognized. I think I learned this the hard way. I had a project that involved many different business units in our company. My role was primarily support to the program managers for the project. Though the program managers were good, I ended up doing most of the work.

  14. Work Experience Levels (Definition, Importance, and Tips)

    Work experience levels refer to the amount of practical knowledge you gain through time working in a position. With experience, you gain more knowledge of your job functions and can perform more complex tasks with growing areas of responsibility. As you progress through the different jobs throughout your career, you can expect your performance ...

  15. Guide to creating a whole journey employee experience

    Firstly, start by outlining the journey stages, which may look something like this: Next, plot on your map what ought to be taking place at every stage for the best possible employee experience. Consider: what the objectives are for each phase. what the employee may be feeling or experiencing at each phase. what actions should be taken and by whom.

  16. Employee Journey Mapping: Ultimate Guide

    Definition of employee journey mapping. Employee journey mapping is a strategic process companies use to understand, analyze, and optimize the entire lifecycle of an employee. This process involves creating a visual representation of the employee's experience, from the initial contact during recruitment to their exit or retirement.

  17. 8 Insightful Steps to Improve Employee Experience

    The success of your Employee Experience Journey Map depends on prioritizing the perspective of the employee over the personal experience of work session participants. 5. Adapt to your organization. Each company is different. The various stages of a journey and the different touchpoints, in particular, must reflect the reality of your organization.

  18. Accurate Work Experience Calculator: Days, Months, and Years

    Using our Work Experience Calculator tool is straightforward. All you need to do is enter your "date of joining" and "last working date," and the tool will calculate your work experience in years, months, and days. You can also use our calculator to calculate multiple work experiences by entering them one by one.

  19. 67 quotes about work experience to help motivate you

    Quotes on gaining work experience. 'Some things cannot be taught; they must be experienced. You never learn the most valuable lessons in life until you go through your own journey.'. - Roy T. Bennett. 'If you want to know the taste of a pear, you must change the pear by eating it yourself.'. - Mao Zedong.

  20. Types of Experience (With Definition, Benefits, and List)

    There are many benefits to gaining experience in a specific role. Here are some benefits of having experience: 1. Confirms your interest. Gaining experience in a particular field can help you demonstrate your interest and gain motivation to pursue additional opportunities. Learning more about a career and understanding the different duties it ...

  21. How To Map an Employee Journey in 5 Simple Steps

    This journey begins when a potential employee enters the recruitment process or applies for an open position and ends when they leave the company. Throughout the journey, an employee's level of engagement can affect their experience with the organization and how they feel about various events and interactions at work.

  22. 10 Essential Managerial Skills and How to Develop Them

    Employees depend on managers for support and guidance. By providing goals and objectives and a clear vision for how to meet them, you can keep employees motivated to perform their best. Other ways to inspire and motivate employees include finding ways to make work more engaging and rewarding and providing positive and helpful feedback. 3.

  23. Employee journey mapping: the key to improving your employee experience

    An employee journey map is a visual tool that enables you to track your employees experience from application to offboarding. This tool can provide you with valuable insight to help you identify where improvements are needed and devise the right strategies to address them. An employee journey map is a visual tool that enables you to track your ...

  24. How To Become a Social Worker

    Among these varied paths, the field of social work is one worth exploring for anyone driven by compassion and commitment to social justice. Social workers are the unsung heroes who navigate the complexities of human experiences, offering support and advocacy to individuals and communities in need.

  25. SAP Work Zone

    SAP Build Work Zone enables non-technical professionals to navigate complex enterprise technology systems, landscapes, and tools. With drag-and-drop and customization tools to create portals, intranets, and workspaces, you can bring together all types of content, UI tools, IT systems, content repositories, applications, and channels.

  26. Lara Trump launches children's book based on childhood experience

    Lara Trump has launched a new children's book, stressing the importance of a strong work ethic. The book, The Never-Give-Up Pup published with BRAVE Books, navigates the journey of a determined ...

  27. Overcoming Adversity: Derek's Boys Town Journey

    At Boys Town, many of the kids we work with come from difficult backgrounds and experience obstacles that they have to work hard to overcome. This is the story of one such person. Meet Derek, a 14-year-old, who came to the Bazarsky Campus in Portsmouth about six months ago.

  28. What Is a Journeyman? (Plus Skills and Career Paths)

    Skilled tradespeople can work in a variety of different settings. Those with journey-level experience, historically known as journeymen, have expertise in their trade that can help them earn career advancement and build transferrable skills. Learning what a journeyman is can help you better understand if gaining trade experience is the right ...

  29. Cheryl Scott's fertility journey, egg freezing let her take ...

    As part of her fertility journey, Scott underwent the process of freezing her eggs twice. It's a long, exhausting and emotional experience, but it's also one more and more women are going through ...