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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?

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

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

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?

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

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

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. 

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.

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 .

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:

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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Rate this post

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

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!

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?

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

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A Guide to Employee Journey Mapping

• 08 Dec 2022

A business is only as strong as its employees—a sentiment that’s top of mind for human resources professionals and people managers amid mass resignations.

As the so-called “Great Resignation” has employees leaving jobs at chart-topping rates , you not only need to retain existing employees but compete with other organizations for top talent.

One way to proactively identify areas for improvement and create value for existing and prospective staff members is through employee journey mapping. Here’s a primer on what it is and how to leverage it to create value.

Access your free e-book today.

What Is Employee Journey Mapping?

Employee journey mapping is the process of visualizing the employee experience from hire to exit. Its goal is to determine areas for improvement and opportunities for value creation so you can retain and attract stellar employees and motivate them to do their best work.

Benefits of the employee journey mapping process include:

• Visualizing each employee’s experience at your company
• Illuminating holes or areas for improvement in your current employee experience
• Enabling more accurate job descriptions
• Informing budget allocation for initiatives that boost retention and engagement

Each of these helps increase employee satisfaction—thus increasing their motivation and quality of work —and your company’s competitive edge in the talent search.

To understand how to use the employee journey map to create value for employees, first explore the basics of value creation.

The Basics of Value Creation

In the online course Business Strategy , Harvard Business School Professor Felix Oberholzer-Gee explains how to create value using a tool called the value stick.

The value stick has four components:

• Willingness to pay (WTP) : The maximum amount a customer is willing to pay for a company's goods or services
• Price : The actual price of the goods or services
• Cost : The cost of the raw materials required to produce the goods or services, or employee compensation
• Willingness to sell (WTS) : The lowest amount suppliers are willing to receive for raw materials, or the minimum employees are willing to earn for their work

There are two ways to gain a competitive edge and attract the best talent: Offer higher compensation (raise the employee’s cost) or make the job more attractive (lower the employee’s WTS).

Lowering an employee’s WTS means they’re willing to accept less compensation. To do this, you need to make the job more attractive and create value.

Value creation not only pays off in terms of employee retention; it can impact the customer experience, too.

“In many services businesses, there’s a strong link between WTS and WTP,” Oberholzer-Gee says in Business Strategy . “By lowering WTS—by making work more attractive—we increase employee engagement, and this then leads to better customer experiences.”

Here are five steps to leverage employee journey mapping to create value.

Related: A Beginner’s Guide to Value-Based Strategy

How to Leverage Employee Journey Mapping to Create Value: 5 Steps

1. define and select employee type.

The first step in the employee journey mapping process is defining employee types, or personas, and selecting which to map first.

If your organization has many roles, you should map a journey for each persona; for example, an “entry-level data analyst” or a “new-hire mid-level marketing manager.”

Some parts of the process will be the same for all employees; others will vary based on job function and level.

2. Map the Employee Journey

The next task is documenting the selected persona’s journey throughout their time at your organization. This can be done in a list format or by drawing a timeline and mapping the journey visually.

This step requires thorough brainstorming to account for as many aspects of the persona’s experience as possible.

It can be helpful to think of the persona’s experience in stages. Use the following example, and tweak it to fit your organization:

• Hiring stage: From job posting to signed offer letter
• Onboarding stage: From day one to ramped up and fully acclimated
• Development stage: Developing skills while performing daily responsibilities
• Progression stage: Opportunities to advance their career within the company
• Offboarding stage: From resignation letter to exit interview

Some organizations operate on a strict schedule for role progression. If this applies to yours, use time as map markers instead of process stages. For instance:

• Before the first day
• One year in
• Two years in
• Eventual offboarding

After defining map markers, list each persona’s planned experience for each stage. This may seem daunting, given the number of factors that influence the employee experience. To make it easier, start by listing processes already in place.

For instance, under the “onboarding stage,” you could list:

• Receive a laptop and a company ID card
• Gain access to email, the project management system, and necessary accounts
• Go on an office tour
• Attend mandatory training

Next, list any added social or culture-building aspects of the experience, such as:

• Receive a company-branded T-shirt and a water bottle on the first day
• Get treated to lunch by the manager and team during the first week
• Attend meet-and-greets with senior leadership and members of each team

More in-depth journey maps include a list of resources needed to make each line item possible—for instance, the platform to conduct onboarding training or a budget for lunches with new hires.

While not every interaction can be documented, each step of the employee journey is important to their overall experience at your company and, ultimately, whether you retain them.

During this process, you may realize there are holes in the journey maps for some roles; for instance, if you don’t currently have practices in place for the development or progression stages. Note these so you can use them in step four when identifying value-creation opportunities.

3. Factor in Employee Feedback

Gathering employee feedback is a general best practice, but it can also play a useful role in assessing current employee journey maps.

There are many options for gathering feedback, including anonymous surveys, private interviews, and physical or virtual suggestion boxes. Other valuable sources of insight include exit interviews with people who leave your company and online reviews from current or former employees on sites like Indeed and Glassdoor .

Map employee feedback to the specific stage or time frame it applies to and notice patterns that emerge. Which stages have the most positive or negative feedback? Are there any general sentiments that could be addressed in a specific stage?

For example, perhaps you observe that employees commonly note in their exit interviews that their job description didn’t match up with their day-to-day tasks. In such cases, you can map that feedback to the hiring stage and use it to create job listings that more accurately reflect roles’ responsibilities.

4. Identify Value Creation Opportunities

Once you’ve mapped the persona’s journey and tracked feedback to each stage, identify areas for value creation. Remember that the two ways to create value for employees are increasing compensation (raising their cost) or making the job more attractive (decreasing their WTS).

Opportunities for value creation can include:

• Holes in the employee journey: Are you providing enough support during the onboarding process? Are professional development opportunities available? Is there a pathway for career advancement within your company for each role?
• Feedback about specific benefits: Benefits can include typical perks (such as vacation time and wellness budgets) or intangibles (like an increased sense of control or flexibility of work location or schedule).

5. Revise the Journey Map

Once you’ve identified opportunities to create value, prioritize and apply them. This can be a long process requiring budget allocation and organization-wide shifts.

Once changes have been implemented, revise the journey maps to include new elements. After you’ve gone through the process once, you can periodically reassess and update the journey maps to adapt to employees’ changing needs and values.

Creating Value for Employees

Creating a competitive employee experience is vital to any business strategy . Without strong, satisfied employees, no organization can reach its goals.

Armed with knowledge of the value stick and the employee journey mapping framework, you can create meaningful value for your employees and attract new ones.

If you’re interested in diving deeper into value creation, consider taking Oberholzer-Gee’s course, Business Strategy . It’ll equip you with a broader picture of how to factor the employee experience into your overall business strategy to create value for your customers, firm, employees, and suppliers to achieve success.

Want to learn more about how to create value for employees? Explore Business Strategy , one of our online strategy courses , to gain the skills to create organizational value. Not sure which course is the right fit? Download our free flowchart .

About the Author

Employee Experience

6 steps to mapping the employee journey at your organization

Close employee experience gaps by mapping your people’s journey with your organization.

In order to master employee experience, you must listen to your people at each stage of their journey with your organization. To do so you first need to map that journey, an easy and impactful exercise that reveals opportunities for improvement and optimization. Here’s how to do it.

eBook: Use Employee Lifecycle Feedback to improve your EX

What is the employee journey?

From the moment someone looks at your careers page to the moment they leave your organization, everything an employee learns, does, sees, and feels is part of the employee journey. The employee journey is a framework used to understand the sum of all the employee's experiences during their time with an organization and it's used by HR to understand and enhance the employee experience.

These moments and milestones (big and small) contribute to their employee experience – and present opportunities to tune in to your employees’ needs, to be more equitable and inclusive , and to close the gaps that exist for employees.

If you want to improve employee experience you need to map the journey your employees go through while they’re employed by your organization.

What is employee journey mapping?

An employee journey map is a visual representation of each stage of an employee's time within an organization from recruitment, through onboarding, right up until the time they leave.

Employee journey mapping enables organizations to prioritize resources and funding, clarify roles, and identify critical moments that matter by visually mapping the various steps and emotional states which employees experience while interacting with the company.

Employee journey mapping allows you to:

• Align the organization on a common view of the actual employee experience.
• Focus the EX program on moments that matter most.
• Facilitate employee-centric thinking and actions.
• Prioritize resources and funding.
• Clarify critical roles within the organization and moments that matter most.

Learn how Southwest Airlines rebuilt its understanding of employee needs along all the moments that matter.

What are the benefits of employee journey mapping?

More and more organizations are looking to capture feedback and insights at every stage of the employee journey. Doing so allows you to understand the moments that matter most, how those moments impact employee experience, and what to do at each stage to have a positive impact on metrics like engagement , attrition , and productivity.

A key benefit of employee journey mapping is to use the insights from the mapping process to design and execute better experiences throughout. You do this by:

• Revealing and optimizing unseen experiences . Journey mapping helps you think about the more hidden aspects of the employee journey.
• Finding out where the employee journey runs smoothly and leveraging what’s working well in other moments of the journey so as to meet employees’ needs at various moments in time.
• Fixing bad experiences more effectively . Journey mapping helps reveal why you haven’t met employee expectations and what you need to do to make amends.
• Identifying opportunities to foster equity and inclusion . There is rarely a single critical point in the employee journey that creates inequity. It’s often the cumulative impact of bias and systemic inequity over many moments that create significant gaps in experience.

Collect and apply employee feedback with our 360-Feedback eBook: Download Now

What are the stages of the employee journey?

Every employee goes through a series of stages from the day they apply for a job right through to the day they leave. This journey can be summarized into five stages:

Stage #1: Recruitment . This includes all the steps that lead to hiring a new employee. Considerations are: how long it takes to hire, how much it costs to hire, the rate of offer acceptance, and the hire’s quality. Were your job postings attractive and clear enough to catch the attention and applications of the best candidates? Did your interview process engage and reassure great candidates so they quickly accepted your job offer?

Stage #2: Onboarding . Where a new hire gets up to speed with the systems, tools, and processes, as well as the role’s expectations. Most new employees need ‘ramp time’ to get up to speed and become productive in their job. An effective onboarding process translates someone’s initial enthusiasm for their new job into a more meaningful, long-term connection to the organization and a commitment to doing great things while they’re there.

Stage #3: Development . This is the ongoing stage in the employee journey, with individuals developing at different rates and across a variety of skills. As the employee develops within his or her role, you need to quantify their productivity, ability to be a team player, and promotion aspirations. You also want to offer them the chance to expand their skill sets, an increasingly important differentiator for many employees looking to have a ‘portfolio career’ consisting of many different experiences.

This stage often includes incremental steps or annual events, like:

• Role changes
• Performance evaluations (e.g., career conversations, training and development)

Stage #4: Retention . Employees are now fully ramped and integrated into the organization. Your challenge then is to keep them performing, developing, and contributing to the company’s success. Plus, to ensure they’re inspired by and connected to the company’s core vision.

While there are countless strategies organizations use to retain talent , programs that support EX can often look like:

• Inclusive parental leave
• Extended leave or sabbaticals
• Celebrating anniversaries and birthdays (or other personal milestones)

Stage #5: Exit . Employees can leave for a whole host of reasons: they may retire, move to another employer, or make a life change. Every employee will leave your company at some stage, and finding out why is an opportunity to improve and develop the employee experience for current and future employees. Those who leave may be more candid about why they’re going as they may feel they have nothing to lose by being brutally honest.

How to design an employee journey map

An employee journey map allows you to plot out every moment that matters and understand what you can do to improve the experience. Here’s how to start building your employee journey map.

Step #1: Segment your employees.

Start by identifying your employee segments, also known as employee personas . Ideally, segments should be based on role, not on demographics like age or gender – you can use the latter to parse out the data later. An engineer, for example, is likely to have a very different experience from someone in your marketing team. Segment employees in this way, rather than demographics like age and gender

Step #2: Establish the journey for each persona.

Now that you know your personas, you can start to map out the interactions they have with the organization from their first contact (usually before they’re hired) all the way through to them eventually leaving. You’ll need to bring in a cross-functional team for input on this, as different teams and departments will likely have different interactions along the way. You may even want to consider looking at the interactions post-exit as in some cases retirees or past employees may come back or have an interaction with the organization later on or act as advocates for the organization.

Step #3: Map feedback and insights to the employee journey.

To truly understand the impact of each interaction on the employee experience, you need to be able to map feedback to each stage in the lifecycle. So for each persona, make sure there is a feedback mechanism attached to each stage in the journey that meets them where they are and provides them with the opportunity to give feedback in the moment – this is much more useful than waiting up to 12 months to ask them about it, as you’ll get the most honest and useful feedback while the experience is still fresh in their mind.

Step #4: Align your measurements at different stages in the employee journey.

It’s likely that different stages in the journey will be managed by different teams, e.g. your recruiting, training, or onboarding teams. In order to link insights across the journey, you need to make sure that everyone agrees on a consistent approach to measurement, whether that’s using a simple metric like eNPS with open-text follow-up questions or a set of core 5-point Likert scale items (e.g., Engagement) that are consistent across each measurement. The key is to have a set of core metrics that are consistent across many of your measurements. Exit and onboarding surveys may still have custom questions unique to those processes, but having a consistent set of items in each measurement allows you to look at connections to see how the experience at one touchpoint impacts the other.

Step #5: Use automation to manage feedback at scale.

Manually sending out a survey every time someone takes a training course, goes for promotion, or interacts with any of the other moments that matter along the journey is a drain on resources. Instead, make sure you integrate your employee experience program with your HRIS and set up triggers to automatically send a request for feedback when an employee hits a certain milestone.

Step #6: Combine the employee journey with your engagement survey.

A lifecycle approach to employee experience doesn’t mean giving up on your employee engagement survey altogether. In fact, the engagement survey should be your cornerstone – but more in-depth view of the state of employee experience and the key drivers that are impacting it either positively or negatively. Many organizations choose to do shorter, more frequent surveys like bi-annual engagement surveys or monthly employee pulse surveys as an alternative to the annual survey. However you run it, it’s essential you connect it to your feedback mechanisms across the lifecycle.

As an example, employee onboarding feedback, on its own, will likely show you how your onboarding process is perceived and what can be improved, but it won’t necessarily show the impact on engagement, productivity, or attrition. When you combine it with your engagement survey (which does measure these things) you can then start to see connections – how did that improvement to onboarding affect engagement for employees in their first year? Did it reduce attrition? Did it promote cross-functional collaboration? Do those employees who went through the new program understand better how their work contributes to the organization’s success?

It’s only by connecting all these different feedback mechanisms that you’ll know the answer.

Learn how to create actionable insights with employee journey analytics

The dos and don'ts of employee journey mapping

Do: look at each phase from multiple angles.

Each stage in the employee journey is different, so it’s important to look at each individually while considering multiple components of the stage. For example, if you just look at a stage from the vantage point of an employee, you may miss important considerations related to current business challenges. In that example, you may have employee feedback on your onboarding process that tells you employees do not feel supported, but that insight becomes much more tangible when you pair that with the knowledge that the onboarding team is currently very short staffed.

Do: Know your end game

An effective employee journey mapping process should always start with clearly defined outcomes. Without them, it’s impossible to know when the journey if complete or how you’ll use it to drive improvements. Here are a few questions to ask yourself up front:

• What does a best-case output of the journey mapping work look like?
• What will this work inform?
• How will it influence people, processes, and tools?
• How will you measure its success?
• What problem are you trying to solve?
• How are you aligning this process and conversation to the metrics that matter and the current business problems in the organization?

Do: Be intentional about who you involve

This can be a tricky balancing act. It’s important to avoid “decision by committee” by involving too many people in your journey mapping session, however it’s essential to ensure those familiar with various steps in the journey are involved as they’ll have the best knowledge of all the components you need to take into account.

Here are a few roles to consider including on your journey mapping exercise:

• Cross-functional HR
• Learning and development representative
• Cross-representation of key employee groups
• Corporate and internal communications
• Business leaders and frontline managers

Do: Focus on key groups within the organization

Within any organization there will be multiple employee journeys — after all one person’s pathway through the organization is likely to be very different from the next person’s. But here is where it’s important to keep the end-game in mind - don’t get lost in small differences, otherwise you risk overcomplicating the process with too many journeys with very minor differences between them.

Think about distinct and significant groups, such as remote versus corporate office workers, where clear differences in experience exist or are already apparent. Take a retail company for example, the experience of your frontline employees in your stores is likely to be very different from that of your marketing team in your corporate office. In contrast it’s unlikely there will be significant differences between different store departments, say menswear and children’s clothing.

Don't: Take a ‘one size fits all’ approach

Don’t feel like you have to use a specific template or format to create your journey map. What is most important is the framework behind what you create – from there, organizations often use whiteboards or large sticky paper to brainstorm their journey maps.

Don't: Allow your journey map to stagnate

As the organization changes — say for example a reorganization occurs or a new succession planning process is put in place — you’ll want to revisit and update your employee journey maps to reflect any significant changes.

Journey maps are a supporting tool for the organization, the frequency with which you update them should be based on how you are utilizing them internally and the extent to which the organization and the roles within it have changed.

Remember - it’s a tool, not a solution

Most importantly, remember that journey maps are just a starting point to help your organization identify the next steps necessary to improving your overall employee experience. Journey maps should be a part of forming a broader employee experience strategy, - the real value and impact will come from the actions the organization takes whether that’s gathering additional feedback or giving people in the organization the tools they need to make improvements at each moment that matters.

Break down silos by combining your listening programs with employee journey analytics

Amanda Wowk

Amanda Wowk is a freelance writer, founder of Amanda Wowk Creative—a content writing services company—and contributor to the Qualtrics blog. She creates content for clients in a variety of industries, including travel, tech startup, healthcare, and consumer products. Prior to freelancing, she spent 9+ years in human resources and HR communications.

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Employee journey mapping: everything you need to know

The experience that your employees have in your organization has a direct impact on your business. The better the experience that you offer at each touchpoint in the employee journey, the more likely they are to become happy, engaged and productive members of your team. And given the recent shift in employee expectations and the increasing demand for improved working environments, the employee experience has never been so important. In fact, according to a 2021 report by Isolved, 92% of HR leaders said that employee experience is now a top priority for them .

The first step in improving your employee experience is understanding the entire employee lifecycle. And this is where employee journey mapping becomes a vital resource to have in your HR toolbelt. An employee journey map can help you better understand the experience your workforce has at each stage of their time at your company. That way, you can identify what you need to improve in order to offer the best possible experience. This, in turn, will help you attract and retain loyal, engaged and productive talent in your business.

Table of Contents

What is the employee journey?  

The employee journey, also known as the employee lifecycle , covers every touchpoint that an employee has with your company . The journey begins when a candidate applies for a position with your company and ends when an employee leaves their job. The primary stages of the journey relate to attraction, recruitment, onboarding, retention, development and separation.  

Notable experiences within the earlier stages of the employee journey include an employee’s first job interview, their first day at work, and their first performance review. When an employee has a good experience at each of these initial touchpoints, it sets them up to have a positive overall experience at your company. And this is the first step in making a good impression so that a new employee is motivated to become an engaged and productive member of your workforce. 

What is employee journey mapping?  

Employee journey mapping is the process of creating a defined timeline that covers each stage of the employee lifecycle. The aim is to identify the ‘ moments that matter ’ for employees so that you can improve each touchpoint and offer the best possible employee experience. That way, you can build an engaged, loyal and productive workforce.

The most important aspect to consider when you map your employee journey is the perspectives of employees at each stage of their lifecycle. 

How many applicants accept your invites to interviews? What percentage of candidates accept your job offers? How do new employees feel about your onboarding processes? Do employees feel they are being offered enough training and development opportunities? Do they get valuable feedback from their performance reviews? What are your retention levels like?

In terms of separation, at which stage of the employee journey do leavers tend to become disengaged? Why do employees leave your company? What would they improve about your employee experience? Are they happy with your organization’s management style?

You can find answers to these questions by collecting feedback at each touchpoint of the journey . For example, during onboarding and performance reviews, by sharing employee satisfaction and engagement surveys, and by conducting exit interviews. You can also find valuable feedback from sites like Glassdoor where ex-employees are more likely to be honest about their experience with you and what they would change.

What are the benefits of employee journey mapping? 

There are a number of reasons why it’s important to map the employee journey:

• The biggest benefit is that it provides you with a visual representation of the employee lifecycle that helps you understand how your staff experience every interaction they have with your organization. This provides you with the insights you need in order to improve each touchpoint in your model so that you can offer the best possible experience to employees. And this is vital because the better the experience that employees have with you, the more likely they are to remain at your company and become productive and engaged members of staff .
• By gathering the right employee feedback at every stage of their lifecycle you can identify at which points employees feel engaged and disengaged . In other words, you can determine what you’re doing well, and what you need to improve in terms of your internal processes. You can also collect valuable information to help you define the experience that you can offer, helping you create job descriptions that give candidates a clear understanding of what their role involves . 
• The feedback you collect from employee satisfaction surveys and performance reviews can help you design learning and development strategies that encourage your employees to build on their skills and realize their full potential.
• Above all, by implementing measures to improve your overall experience, you can improve your reputation as an employer and attract the talent you need to build a loyal and driven workforce . 

What steps are included in the employee journey?

There are numerous stages in the employee journey. Generally speaking, though, they can be broken down into 6 specific phases. These are attraction, recruitment, onboarding, retention, development, and separation.

It’s important to understand what employees expect at each of these stages. That way, you can balance their expectations with those of your organization.

We are now going to look at each of these 6 phases. For each stage of the journey, think about the experience that your employees have, what they might be feeling, and whether there are any potential barriers that you need to address. 

This is the first stage of your employee journey, and it is where potential applicants are first exposed to your employer brand . This is a vital stage because if a candidate’s first impression of your organization is negative then they are unlikely to accept a job offer from you.

Think about the following:

Where do you advertise your job openings? How can candidates apply for positions? Do you communicate directly with all applicants? Do you promote the value you have to offer as an employer?

Overall, though, the best way to improve this initial stage of the employee journey is to focus on building your brand and reputation. Think about what you have to offer potential applicants and whether your EVP is strong enough to attract candidates with a genuine interest in working at your company.

Recruitment

The next stage of the employee journey is recruitment. This is when an employee passes from applicant to employee, and the experience they have at this stage has a big impact on the opinion they form of you as an employer .

The best way to improve this touchpoint is to use the right tools to streamline your recruitment processes so that you can focus more on building positive experiences. It’s also important to create clear and informative job descriptions so that applicants understand their roles and your expectations. 

Here are a few tips to consider:

• Be specific about the skills and abilities you are looking for so that nobody wastes their time.
• Involve your existing employees. Encourage them to refer potential candidates and to share opinions on the skills new team members should possess. Ask managers to sit in on interviews.
• Offer attractive benefits and compensation to keep you competitive as an employer and help you attract top talent.  

Once you have hired a new employee, the next stage in their employee journey is onboarding and orientation. This is where you give employees more information about their roles and responsibilities. This is also where you share all the tools and resources they will need to perform their duties. Plus, you should be giving new hires the opportunity to ask important questions at this stage. All this will help employees understand how to blend into your company culture.

During this stage, make sure you share enough information so that new hires understand your goals, attitudes, and values as a company . You want them to understand the role they will play in helping to build your organization. Check out this onboarding checklist for more information about this stage of the employee lifecycle.

Here are some tips to help you make this stage a positive experience:

• Make employees feel welcome and provide them with as much information as possible.
• Be as clear as possible about your expectations .
• Provide as much training as possible.
• Conduct regular check-ins  to see how new employees are settling in and if they are integrating well with the team.

Once you’ve got your new hires settled in and ramped up, you need to make sure they are happy enough to stay at your organization. This is a vital stage of the employee journey because if your employees are not satisfied and decide to leave, then the time and money you invested in sourcing, hiring and onboarding them will be wasted.

Essentially, this is all about doing what you can to provide a working environment where your employees are happy and motivated.

There are a few strategies you should implement to improve your chances of nurturing happy employees:

• Focus on building relationships with your employees.
• Foster a culture of respect and transparency .
• Promote open lines of communication amongst all team members. 
• Seek out employee feedback and measure team morale frequently.
• Understand what motivates each of your employees.
• Implement a rewards and recognition program to keep your employees motivated.
• Build a nurturing and supportive culture that promotes employee satisfaction and engagement.

Development

Another vital touchpoint in the employee journey that will help you retain employees is offering opportunities for them to develop their skills . It’s important to make your employees feel valued and challenged and that they have a clear career path in your organization. That way, they won’t be tempted to seek opportunities for professional development elsewhere.

Here are a few tips to help you improve this stage of the journey:

• Meet with employees regularly to discuss their goals .
• Regularly assess the knowledge and skills of all your employees.
• Provide regular training opportunities .
• Encourage external learning and reward employees who learn in their own time.
• Get your managers to work with employees directly to help them prioritize the areas that require further development. 
• Encourage your team members to be responsible for their own development .

The final stage of the employee life cycle is separation, also known as offboarding. This is what happens when an employee leaves your company. This might be due to retirement, new employment, or personal reasons. It also includes employees who you lay off . 

Whatever the reason for leaving, it’s important to provide a positive experience at this final stage. Aside from anything else, when a team member leaves, it has an effect on your other employees. And this can impact your overall employee journey.

• If an employee resigns, conduct an exit interview with them so that you can understand why they are leaving. Ask for open and honest feedback . Is there anything that you could have done to improve their experience with working with you?  
• If you fire an employee, make sure you do it the right way . This includes following an established dismissal process, giving enough notice, and providing them with a clear and concise termination letter .

Best practices for creating an employee journey map

Now that we’ve discussed the various stages of the employee lifecycle, let’s finish by taking a look at a few best practices for creating an effective employee journey map. 

Above all, though, the best way to improve your employee journey is to engage with your employees at every touchpoint of their time with you so that you can better understand their needs and provide them with the best possible experience.

Segment your employees and create employee personas

Most companies will have a variety of different employee personas . These will depend on roles, departments, and level of seniority, among other factors. It’s important to keep this in mind when you begin the process of employee journey mapping, as the experience an executive has at your company is likely to be very different to the experience of an intern, for example. To the same effect, a finance administrator is likely to have a very different experience than an external sales rep. Make sure you take into account each and every individual experience at your company. 

Start by identifying your employee segments . Once you’ve done that, create a typical employee persona for each segment. Make sure you consider all the interactions each persona has with your organization. Are there any processes that might frustrate them currently? Are there any barriers preventing them from having a positive journey in your company? In terms of employee feedback, are there any specific departments where employees consistently report a lack of engagement or satisfaction?

Identify touchpoints that matter in the employee journey

When you create your map, make sure you identify all the moments that matter . In other words, the touchpoints that employees are most likely to remember when they leave your company. These usually include a candidate’s first interview with you, a new employee’s first day, and their onboarding experience. Memorable experiences also include performance reviews and any support they get for their professional development.

Did onboarding go smoothly? Did they receive regular communication from you? Are you providing enough information for employees to blend seamlessly into their new roles? 

The more memorable touchpoints you include in your map, and the more you focus on the employee experience at these touchpoints, the more complete your visual representation of their journey will be.

Create metrics for tracking your employee journey

Once you have created your employee journey map, you need to implement a strategy for measuring and monitoring each stage of the journey .

Make sure you define clear KPIs and objectives for each stage of your employee journey.  Obvious indicators include retention and turnover, but you should try to include goals that specifically target the employee experience. For example, you could set goals for improving your onboarding process, the channels you use for collecting employee feedback, or the training initiatives you offer employees. You could also implement regular pulse surveys to understand the experience your employees have at each stage of their journey. Any metrics related to onboarding, wellness and engagement are essential for understanding the employee experience.

Use the right tools to manage and collect employee feedback

The best way to ensure you offer the best employee experience is to use the right tools and software. The software you use should support you at each stage of the employee life cycle . Firstly, you need effective recruitment and onboarding software and an integrated employee portal. Secondly, you need tools to help you keep track of employee performance and support your L&D programs. Thirdly, you need tools for employee recognition, as this has a huge impact on building a positive, nurturing culture. Finally, you also need a platform to conduct employee surveys and appraisals so that you have access to honest and transparent feedback at each stage of the employee life cycle.

Factorial’s all-in-one solution supports you at each stage of the employee life cycle, including attracting, recruiting, engaging, retaining, and developing employees. Streamlining and automating all your HR processes with Factorial has a huge impact on improving the employee journey.

Focus on continuous improvement

Your employee journey map should be an ongoing process . That means you need to monitor your employee experience regularly and update your map periodically. Send out regular employee surveys to keep your finger on the pulse of how your employees feel. When you identify problem areas, implement measures to improve them. 

Most importantly, make sure you are as objective as possible when you create your map. Don’t design the journey you want employees to have – create the journey they actually have. This means listening to what your employees have to say by collecting feedback at each stage of the employee lifecycle. After all, the best people to describe your employee journey are your employees themselves. They are your most important asset when it comes to designing a journey map that improves your employee experience.

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Employee experience journey mapping - A complete guide

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.

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.

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.

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.

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.

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.

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.

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.

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.

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!

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.

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?

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.

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.

"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 .

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.

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 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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Charting unique pathways: Our expert guide to employee experience journey mapping

As the working world is changing, with remote and hybrid setups becoming more common, organizations are looking to find ways to ensure their teams still have a consistent and positive employee experience. Frameworks such as the employee experience (EX) journey map can help to guide these new processes. It’s worth investing energy into this as companies that design a great EX report lower stress and burnout, and their people are 1.4 times more likely to find purpose in their roles.* 

Still, how does mapping the EX journey work? Employee journey maps help chart and visualize the end-to-end experience of working at your company from the perspectives of your team members. Their primary purpose is to highlight the employee's point of view and uncover inefficiencies and areas for improvement. They can also provide an overview of the internal processes and roles recruiters, hiring managers, human resources leaders, and team leads play in shaping the experience.

We created a downloadable template that HR and people ops leaders can use as a starting point for their own journey maps, providing a step-by-step process you can follow to make the best use of this free resource.

* McClean & Co , 2023 ‍

🧩 Discover what pieces are missing from your current EX strategy Use our free, editable template to record employee data, map the EX journey, and make your organization an even better place to work. 👉 Download the template

What is the employee experience journey?

The employee journey encompasses all the major milestones, events, interactions, and impressions an individual experiences throughout their tenure with an organization. Some people leaders refer to the EX journey as key touchpoints or “moments that matter.” Still, this perspective might be somewhat limiting as it overlooks the fact that a positive EX journey is also about building a strong, trusting relationship between employees and organizations. Essentially, every moment counts because it influences how team members feel about you, from pre- to post-employment. ‍

Why map out the employee experience journey?

Mapping out the employee journey means creating a visual blueprint you can use to identify current areas for improvement and customize for different roles. Doing so is a worthwhile investment of time and effort that can contribute to significant cultural and operational outcomes, such as:

• Smoother, more thorough onboarding processes — Only 43% of employees say their onboarding included more than paperwork and a one-day orientation. Implementing an EX journey map to create a more in-depth onboarding experience can set your company apart and help your new hires feel more welcome from day one.
• Relevant career development opportunities — An effective employee journey map takes your team members’ unique professional and personal career goals into account. This allows you to offer better training opportunities, which 76% of professionals say has an impact on their decision to stay with a company.
• Improved productivity — An EX journey map can help you overcome productivity gaps with better technology, resources, processes, and communication. In doing so, you could become up to 1.8 times more productive than organizations that don’t prioritize the employee experience.  
• Greater recruitment success — Using a journey map can help you get a better sense of what candidates are looking for throughout their tenure. That way, you can tailor your messaging to better resonate with job seekers’ highest priority goals.  ‍

“If you’re familiar with customer journey mapping, then you may know more about employee journey mapping (EJM) than you realize. Employee journey mapping uses the same concepts and best practices of customer journey mapping to help you understand your employee experience better, provide the resources, tools, and support employees need, and align employees’ daily actions and accountabilities with the customer experience.” — Jeannie Walters , Customer Experience Speaker and CEO of Experience Investigators

Employee experience journey map template

🤔 Get inside employees’ heads  Use our template to gather team member insights at every stage and understand how their needs change throughout their tenures. 👉 Download the template

7 steps to create your employee experience journey map

Whether you utilize our editable template or create your own, mapping the employee journey in this way allows you to easily spot where your EX efforts are falling short and make an initial action plan within the same document. Let’s look at our recommended step-by-step process for strategizing, researching, documenting, and improving the employee experience for your organization.  ‍

1. Get clear about your goals for mapping the employee journey

The key question that HR and people ops need to ask themselves at this stage is, “What do we want to know about the employee journey and why?” This prevents journey mapping from becoming a cursory exercise and transforms it into a more meaningful, strategic endeavor that helps you align with your overall company goals.

If it’s your first time creating a journey map, for example, your initial goal may be to identify your current paint points, gaps, and challenges so you can better support your team members for the next 12 months. 

If you’ve mapped the employee journey before and have implemented improvements in the past, a more specific goal might be to address communication issues and improve the feedback and review processes across all touchpoints.  ‍

2. Conduct employee research

In order to get a valid understanding of the real issues, you need to first dig deeper into previous survey data, manager feedback, performance scores, and EX metrics like retention, turnover, and engagement. You should also talk to department heads, managers, team leads, and employees themselves for fresh, updated more insights. In your research, be sure to get an understanding of how team members describe their current journey as well as the ideal experience so you can identify your existing pain points and structure a better path. 

Here are a few questions you can ask employees:

• What expectations did you have at every stage of your professional journey? 
• How have we succeeded or failed in living up to those expectations?
• What were your biggest frustrations during the onboarding, training, and engagement stages?
• What competencies were you hoping to develop at every stage?
• At each stage of the process, how did you feel about communicating with your manager and leadership team?

Providing anonymous feedback channels for employees is key if you want truly valuable, candid input. You can help team members feel safe sharing their thoughts with methods such as:

• Anonymous surveys — Using a platform like Leapsome means your surveys will be anonymous by default. ‍
• Suggestion boxes or forums — This allows employees to confidentially share their input and ask questions without prompting. That’s why Leapsome offers both an anonymous suggestion box and Q&A board where team members can ask questions and get answers from leadership. ‍
• Focus groups — Organize an in-office or virtual meeting with team members, ask meaningful questions about their current experience, and use their answers to create an anonymous report. If possible, you can arrange this with a third-party research company to ensure confidentiality.

🔎 Make sure you have a tentative action plan to share with employees when asking them for feedback. This will help you overcome any survey fatigue team members may be feeling due to previous inaction and encourage them to provide more and better feedback.  

3. Determine the scope & roles your journey map will cover

Attempting to map the journey for every single role in your organization will lead you to develop an employee experience that’s too vague and irrelevant to the difficulties that specific teams are experiencing. Instead, use the data you’ve now gathered to hone in on your most urgent issues.  

For instance, as you review your research, you may notice positive reports during the recruitment and onboarding stages. However, you might uncover that your teams typically show decreased engagement around the development stage. That could mean it’s time to update your career progression framework or make it a more central part of your professional growth processes.  ‍

4. Craft your EX journey map

Now, you’ll draw on your previous three steps and bring together your goals, scope, and research to update your processes and construct your ideal employee experience journey. To do this, you can use our template, which covers these core areas:

• Touchpoints , or the places where employees come into contact with managers, leaders, and other stakeholders.
• Processes , or the ideal steps managers and employees should take at each touchpoint to give team members the best experience.
• Metrics and monitoring , so you can record your current EX data and quickly identify areas of weakness.
• Notes , where you can document feedback from employees and stakeholders.
• Next steps , where you’ll outline your solutions. 

Of course, every organization has its own specific goals, internal structure, and culture. That’s why we’ve made our entire template editable and customizable, with ready-to-use content you can use for inspiration. For example, if your company is 100% remote , you may need more processes during onboarding that promote belonging, recognition, and team integration. ‍

🔎 You can use our template to link to a fully fleshed-out process and next steps documents for each stage, which is ideal for building transparency and ensuring everyone is on the same page about your company’s specific strategies.

5. Consult your journey map to identify improvement opportunities

Use the notes section in our template to capture what you’ve learned from team member research and outline your current iteration of the employee journey. In particular, note the initial expectations and eventual frustrations team members mentioned in their feedback and prioritize specific roles or issues that need to be addressed. 

In the next steps section, summarize what actions you plan to take based on the most critical concerns. Perhaps several employees mention feeling stifled in their professional development. You could then introduce a formal learning and training budget as a next step to improve on this. ‍

6. Share your plan & implement initiatives

Once you’ve finalized your action plan for improving the employee experience, communicate your strategy with leaders and team members so you can secure additional feedback on your proposed ideas and support for your initiatives moving forward. To be as transparent as possible:

• Explain your motivation for mapping the employee journey — Reiterate why you decided to map the employee journey and improve EX from the outset. For example, your organization may have gone through a recent restructuring, and you might have noticed that engagement has been declining ever since. ‍
• Describe your approach — Share how you mapped the staff journey based on your current EX processes and employee research.  ‍
• Discuss the why behind your proposed strategy — Provide the rationale behind your action plan and clearly link it to current business goals and objectives. ‍
• Break your strategy down into steps — Be sure to offer timelines and share who’s responsible for leading each initiative. ‍
• Follow up — After presenting your plan, contact leadership and stakeholders to address their questions and concerns. ‍

7. Refine & iterate on your journey maps over time

Like customers, the needs of your employees can change and fluctuate, typically in response to industry and economic changes. That’s why you should review and update your EX journey map every six months to a year and follow the same process each time. You can even utilize an employee experience platform to support you with this

Remember: No matter how favorable your employee experience metrics are, there’s always more to learn and understand about what team members are looking for from their work environment. 

🔎 Employee experience platforms like Leapsome can help you streamline how you gather team member data, set the right EX goals, and implement strategies that allow for better communication, reduced stress, and more employee autonomy.

Measuring the employee journey

Reviewing your employee experience metrics regularly helps you detect and mitigate issues early before they become major challenges. Doing so also means you can illustrate your progress to upper management and the executive team over time, demonstrating the value of your EX programs. Here are a few key indicators you should consistently refer to:

• Retention and turnover rates — Low retention rates may signal that team members aren’t having a positive employee experience. However, you need to compare them against employee tenures to discern when the most turnover typically happens. For instance, you may notice that team members tend to quit after their first eighteen months, which could suggest they’re dissatisfied with a lack of training, development, and career opportunities. 
• Employee Net Promoter Score (eNPS) — The eNPS is a valuable metric because it allows you to quickly assess engagement. It only requires employees to answer one question: “On a scale of zero to ten, how likely are you to recommend us as a place to work for your family and friends?” Your final score can range from -100 to 100, and most companies have a score between 10 and 30. While it’s not a great standalone metric because it presents you with limited data, it’s a great starting point that can help you determine when it’s time to investigate the employee experience further. 
• Survey results — Take note of your highest and lowest scores on previous engagement and culture surveys and read answers to open-ended questions thoroughly. If you use Leapsome’s Surveys module, you can quickly determine which factors you need to target to drive more positive outcomes. Our sentiment analysis function also uses AI to interpret open-ended answers so you can quickly scan them before exploring further.

• Performance scores — A great employee experience often corresponds with enhanced motivation, higher engagement, and, as a result, satisfactory performance. High performance scores also speak to the effectiveness of managers and stakeholders during the onboarding, training, and development stages. ‍

How software supports employee journey mapping

As employee expectations change and business priorities evolve, EX journey maps can help you respond effectively and improve the employee experience with greater efficiency. Moreover, they provide an in-depth understanding of how team members feel about their everyday interactions and overall relationship with your business. If your organization is genuinely committed to putting its people first, you need these individual insights to create a more personalized work experience for your team members.

Still, what do you do if you lack the time, personnel, or tech to gather the requisite insights? How do you overcome resistance from leadership without the right data and tools?

Leapsome allows you to automate the operational and analytical side of the journey mapping so you can focus on finding more innovative solutions to complex EX challenges. With our Surveys and Reviews modules, you can track engagement and pulse scores, retention rates, your eNPS, and employee performance scores with charts and visualizations to show you how those metrics have changed over time. Then, use our Goals module to design EX initiatives that align with current business objectives. 

With Leapsome, you’ll gain actionable insights and drive targeted improvements across every stage of the employee experience. ‍

👣 More positive impressions and connections every step of the way Use Leapsome to actively listen, gain insights, and implement changes based on employee feedback so you can make the entire work experience more meaningful. 👉 Book a demo

Leapsome Team

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Employee journey mapping: How to get started (includes template)

Improve your employees' experience with our employee journey mapping guide. Includes a free template and tips for mapping touchpoints and gathering feedback.

Joris Luijke , Co-Founder & Co-CEO

An Employee Journey Map helps define and prioritize the work that needs to be done to ensure that the employee experience is top-notch. It encompasses all of the experiences of an employee, including the moments that matter , from before their first day on the job until after their last day.

This blog explains the stages of the employee journey, what exactly an employee journey map is and why it’s important, and of course, how to create your own employee journey map. I’ve created this guide with learnings from my own experience, and I’ve included tips from John Foster, who led the People Function at brands like IDEO, Hulu, and Truecar and used Employee Journey Mapping as a key component of the employee experience. 

We have just launched our Employee Journey Designer that will allow you collaborate with your team to make your own Employee Journey Map!

After reading this guide, and with Journey Designer, you’ll be set up for success when it comes to creating your own employee journey map.

Let's get started!

What is the employee journey?

The employee journey is made up of all of the moments that matter across the employee experience. 

One way to think about it is in contrast to the employee lifecycle, which is often presented in a linear way like this: 

• Development

While this tidy employee lifecycle can be a helpful tool for envisioning the employee experience, what it misses is the moments that matter. It’s built to account for and track the traditional pillars of HR. 

The employee journey, in contrast, is built to capture the moments that matter and to embrace that the employee journey is not linear. In the journey, the focus is on the individual and mapping experiences that they may encounter at any time, regardless of if they’re a new or tenured employee. 

Employees face a stream of challenges at work as they navigate their onboarding, daily work, and eventual departure. Employee Journey Mapping helps improve their overall experience.   

What is an employee journey map?

An Employee Journey Map lists many predictable experiences of an employee, from before their first day on the job until after their last day.

The Journey Map helps companies define and prioritize the work that needs to be done to ensure that the employee experience is top-notch.

Visually, an Employee Journey Map is made up of the following: 

• Category - a moment or collection of moments that make up the employee experience (e.g., onboarding)
• Moments - detailed parts of a Category that employees would recognize as a unique experience (e.g., offer accepted, pre-onboarding, the first week), usually time-bound
• Touchpoints - any direct or indirect transaction with the employee (e.g., sending a welcome letter or instructions for a new hire onboarding buddy )

Categories across the employee journey

Unlike the linearity of the employee lifecycle above, the categories of the employee journey are best thought of in a non-linear fashion - they could occur at any time and often in parallel. 

A few categories that would be beneficial to include in your employee journey that are often not present in the employee lifecycle include:

• Manager development
• Life events ( work anniversaries , parental leave)
• Holidays and observances  

An important note is that you can’t predict all of the stages of the employee journey because you can’t predict all moments in someone’s journey. This doesn’t mean you shouldn’t try for as much coverage as you can, or that employee journey mapping is unimportant. In fact, it’s critical. 

Why is employee journey mapping important?

Employee Journey Mapping allows you to proactively shape the employee experience and give people the support and guidance they need at the right time. The more proactive you can be, the better your performance will be as a company because people are not struggling to find basic information or understand expectations, they’re able to focus on performing their duties. 

In addition to the impact on the employee, Employee Journey Mapping helps your HR team as well. Your Human Resources or “People People” genuinely want to be there for people at the right times, but we can’t be everywhere at once. Employee Journey Mapping allows us to understand what moments could possibly happen and gives us a tool to track what's happening across the organization and then we can proactively deliver the right information.

John Foster, who led the People Function at brands like IDEO, Hulu, and Truecar and used Employee Journey Mapping as a key component of the employee experience. At IDEO, a design company with human-centered design at its core, John learned the fundamentals behind experience design.  

He explains that Journey Mapping is an essential first step, “When I start in a company - I introduce my team to the Journey Map in our first meeting.” He defines the People function around the idea that there is an employee journey and that designing and managing employee experiences is what the People function does.  

“Employee Experience goes beyond the regular services HR that generally provides. With the journey map, we outline all the touch-points when an employee interacts with the company - and how they perceive those interactions. Once the journey map is complete, it's amazing! You can take a rookie new HR hire and say, this is how things work around here. Follow the map! It's like going into the Tube in London; you can get where you need to go because there's a tube map," John adds. 

How to create your employee journey map

Creating an Employee Journey Map from scratch may feel like a big project. And it would be, if you didn’t have tools or resources to lean on. 

This is why we created a powerful (and free) online tool to make creating your map simple, collaborative, and fun! It’s the tool I wish I’d had as an HR practitioner. 

Here are the six steps to create your Employee Journey Map:

• Log in to Pyn’s Employee Journey Designer
• Select Categories in the Employee Journey Map that you’re interested in designing first
• Customize Moments by adding or removing Touchpoints
• Review each Touchpoint. For each, add Priorities and Owners
• Filter to parts of the journey that you need to work on first
• Ensure you’ve invited your teammates to work on the Map together

1. Log in to Pyn’s Employee Journey Designer

Your email address is all you need to log in to Pyn’s Employee Journey Designer for free today . 

Our free Journey Mapping tool provides you with a fast track to a usable Journey Map. It provides you with hundreds of possible Moments and Touchpoints already visualized across the Journey Map categories. 

In the past, most teams initiated their journey mapping process with an (in-person or virtual) whiteboard session, using sticky notes to jot down all the Moments that Matter in the employee journey at their company. Imagine having to keep track of hundreds of Moments and associated Touchpoints in your head!

With Pyn’s Journey Designer, you can simply customize what’s provided on the template. You can also invite other team members to co-create your ideal employee experience using your Map.

2. Select Categories in the Employee Journey Map that you’re interested in designing first

In Pyn’s Employee Journey Designer you begin with a sample map that includes eleven Categories across the employee journey like ‘Onboarding,’ ‘Manager Development,’ and ‘Exit’.

When creating your Employee Journey Map, you likely won’t focus on eleven Categories all at once. Instead, we recommend selecting those Categories where you want to start designing your employee experience first.

For example, when cybersecurity company Exabeam started their Employee Journey Mapping exercise, they initially focused on the Candidate and Onboarding journey and decided on Moments that Matter collaboratively with Talent Acquisition, People Operations, IT and Legal.

3. Customize Moments by adding or removing Touchpoints

Once you've determined the Categories you want to prioritize, you can customize the Moments that Matter within each Category—those instances that employees would distinctly recognize as significant experiences. For instance, Onboarding moments that matter may include the ‘day the job offer is accepted’, and ‘pre-onboarding’,and the ‘initial day or week’, and ‘the 90-day review’.

For each of these Moments, you have the flexibility to add or remove Touchpoints - the direct or indirect interactions required with employees to guide them through that Moment. 

For instance, on a new starter's first day, instructions are directed to the new employee, to their manager, and potentially to their assigned new hire buddy. Each of these interactions is an important Touchpoint in shaping the overall experience.

4. Review each Touchpoint and add Priorities and Owners

In order to improve the employee experience, you need to know who will be improving what parts of the journey. So, once you've identified the Touchpoints for each Moment, it's important to assign owners and establish priorities. Touchpoints requiring immediate enhancements can be labeled as 'high priority.' You have the option to designate your colleague(s) as the "owner" of specific Touchpoints, inviting them to collaborate on your Employee Journey Map.

For Touchpoints demanding more ongoing work, consider including additional details such as a comprehensive description and associated "Actions" pertaining to relevant activities linked to that Touchpoint, such as messages, checklists, tickets, etc.

For instance, a moment like 'pre-onboarding' may involve Touchpoints with both the Hiring Manager and IT. Actions tied to IT instructions might involve the creation of a JIRA ticket, while actions related to Hiring Manager instructions could include sending a Slack message with information on how to develop a new Hire 90 Day Plan.

5.  Filter to parts of the Journey that you need to work on first

Filtering allows your HR team to tailor your view based on specific properties, such as Team, Owner, Priority, and more. It’s also useful for refining what you’re sharing to different stakeholders.

For instance, if your focus is on elevating high-priority moments within the Onboarding experience, you can apply filters as follows:

• Category: Onboarding
• Priority: High
• Current State: Needs Improvement and/or We don’t have this yet

Or, for an overview of all Touchpoints owned by your Learning & Development team marked as high priority, you can utilize the following filters:

• Team: L&D

6. Ensure you’ve invited your teammates to work on the Map together

If you haven’t already, make sure to invite your team and other stakeholders to work on the Journey Map collaboratively. 

Collaborating with others on your employee journey map is important because it: 

Takes into account diverse perspectives: “The more diverse the group of stakeholders that we involve in the process of developing our map, the more diverse the group of employees the map will work for,” says DEI Consultant Natania Malin Gazek. Different team members may have unique insights into various stages of the employee journey, contributing to a more comprehensive and accurate map.

Builds cross-functional alignment: To be an effective tool, your Journey Map should be relevant across different departments and functions. Collaboration ensures alignment between teams, leading to a more unified understanding of the employee experience.

Boosts buy-in and engagement: When employees contribute to the mapping process, they are more likely to be invested in the outcomes and committed to the work needed to get there. 

Encourages knowledge sharing: Members of an HR team can sometimes work in silos. Collaboration helps to break down those barriers and encourage the sharing of knowledge and expertise. Team members can provide valuable information about specific touchpoints or stages of the employee journey that others may be less familiar with.

Improves accuracy and quality: Errors or oversights are more likely to be identified and corrected when there is a collective effort to review and validate the map. 

Start building your Employee Journey Map today

Get a head start on your Employee Journey Map and log in to Pyn's Employee Journey Designer today. You'll go through the same steps outlined in this article within the product, and be well on your way to building a better employee experience.

Joris dreamt of having Pyn as Head of People at Atlassian and Squarespace. Now dreams of getting a sleep-in on Sunday.

Employee journey mapping: How to guide

Last updated

26 June 2023

Reviewed by

Miroslav Damyanov

As the Great Resignation continues to inspire employees to leave their jobs, companies must learn how to retain their best employees and attract top talent. 

Discovering why your employees are jumping ship to other companies is key to creating a fresh, compelling experience for current and potential employees. 

Let’s learn how employee journey mapping can help your business. 

• What is the employee experience journey?

An employee's experience with your company is their journey, starting before they even accept a position. 

It begins with scrolling through job opportunities on your website. The journey continues through the hiring and onboarding process and extends throughout their employment. 

The journey involves engagement, training, and development, finalizing at the exit interview.  

Mapping their journey can help you enhance their experiences, allowing you to eliminate any hurdles along the way. Issues an employer perceives as minor events may be significant to employees.  

Employees often begin their employment journey with excitement and expectations. HR and management must learn what makes employees happy to keep excitement high and provide more positive experiences. 

This can ensure a productive, long-term employee versus an employee who does not contribute or leaves shortly after hire. 

Mapping the employee journey allows employers to expand on positive experiences and minimize negative ones.

• What is an employee experience journey map?

Employee journey experience mapping tracks the key experiences during a worker’s entire employment.  

It allows leaders to pinpoint the areas of concern and optimize the positive experience for future hires. The ultimate goal is to attract top talent, motivate them to do their best work, and retain those employees for long-term employment.

An employee journey map works chronologically, starting with the hiring process and examining other vital steps along the way. 

Finessing each step on the map helps employers make changes to: 

Increase employee satisfaction

Improve job quality

Gain a competitive edge in attracting top talent

Employers can use the information from employee journey mapping to identify the most critical experiences for employees and allocate resources to enhance the experience.  

It can also clarify an organization's critical roles and responsibilities and emphasize the most important moments.

• Benefits of employee experience journey mapping

Employee experience journey mapping can help a company attract top talent, boost productivity, and reduce attrition. But that’s not all. 

Understanding what matters most to employees and how their experiences impact their employment can deliver some essential benefits along the way:

Clarify job descriptions

Dissatisfaction and confusion can occur when managers ask employees to do tasks outside their job description.  

Imagine you hire a server for your restaurant and want them to clean the restrooms at the end of the shift. Not including that task in their job description could lead to annoyance when you ask them to do it.  

Effectively allocate resources

Once you determine the areas in the employee journey that need revision or restructuring, you can put time and money into improving them.  

Simple solutions like providing the right tools for the job can improve productivity and how your employee perceives their worth.

Improve employee engagement

An engaged employee is a productive employee. If you discover employees are disengaged with their supervisor or team, journey mapping can help you identify and remedy their experience.  

Team-building exercises or outings could help when employees lack a positive experience. You can also see how engaged employees are experiencing the workplace and replicate that. 

Here are ways to improve engagement:

Find and improve experiences

Everyone sees things differently, and mapping helps you uncover and improve experiences.

Cultivate equity and inclusion

Eliminate bias and inequities within the employee's journey by closing gaps and offering training and support.

Collaboration and teamwork 

Top employees thrive in an environment where their work is meaningful. 

Highlighting touchpoints where different teams can work together effectively can address pitfalls in teamwork and foster collaboration.

Support and recognition

Offering employees the right amount of support and recognition can bring out the best in them.  Journey maps can determine if your recognition programs optimize engagement and lead to greater productivity.  

Continuous improvement

An employee experience journey map will give you a perspective on iterative improvements based on employee feedback. This ensures your company can drive a culture of ongoing enhancement.

An employee experience journey map can determine areas to build upon and define your company's goals and values. It can help you reduce recruitment costs by attracting talented applicants that will thrive within your company's positive environment.

• Stages of the employee journey

An employee's journey generally has four stages:

Recruitment and hiring

Development

Offboarding or exit

Each stage is important to the employee and employer, and mapping determines how to optimize these steps to everyone’s advantage.

You need to draw in top talent before your company can even make an offer.  

During the process, consider how long it takes from application to offer:

Is it taking too long?  

Are you getting the desired amount of qualified applicants? 

Once the process begins, the applicant should get to know your company and what they can expect when working there.  

The candidate should receive quality communication on:

The hiring stages

Their application status 

The job description

The expected salary

A qualified candidate should feel comfortable, informed, and valued.

Onboarding isn’t just filling out benefit information and getting a key card. It also includes getting up to speed with their new team, manager, systems, and processes.  

The employer needs to retain the new employee’s enthusiasm throughout the process.   

Development  

The development stage of the journey includes everything an employer can do to help the employee upskill, get promoted, or become a stronger team member. 

This is usually accomplished through performance appraisals, raises, and constructive feedback .  

During the development phase , employees expect to expand their skill sets, learn how to be promoted, or gain recognition for meeting their goals.

Offboarding

While every employee leaves a company at some point, your goal is to retain them as long as possible.  

Some leave for reasons like an out-of-area move or retirement, but if an employee leaves to join another company, find out why.  

Exit interviews are a great way to learn if there are areas you can improve upon.

• Steps to create an employee journey map

1. Define the scope

Before you begin your employee journey map, define the scope of the map.  

Larger companies will have many positions, resulting in complex maps, so you may want to single out one department or position. Focus your efforts on areas with issues like lower productivity, higher turnover, or other areas of concern.  

Start simply and branch out until you get the information you need. Once you determine the scope of your employee journey map, you can move on to research.

2. Conduct research

You may already have some of the data you need to identify a problem area, such as turnover rates, productivity issues, or information from exit interviews.  

Interview employees in the area you’re mapping. Learn about their problems, expectations, and goals to create employee personas , segmenting employees by role, not demographics.

3. Establish the journey 

Once you’ve selected the role you’re mapping, determine the journey they take and the most important moments along the way.  

If you’re mapping different departments or roles, their journeys may look different.  

Include areas such as recruitment, benefits packages, compensation, and training.

4. Create the map  

Use employee research to craft your journey map, visualizing it from their perspective. Include information from current employee interviews alongside data on turnover, productivity, and exit interviews.  

Include the touchpoints for each stage and highlight the problem areas. Look for similarities and transitions that may point to a problem. Highlight points of frustration, stress, or dissatisfaction. 

Focus on things that worked well, too. Identify moments of delight, satisfaction, or success to replicate and reinforce those experiences. 

Try to be as detailed as possible to determine what to do at each stage of the journey.

5. Take action  

Your employee journey map can pinpoint a mismatch between employee and employer expectations and experiences:

If a pain point is the drawn-out hiring process, find and fix the bottleneck. 

If an employee feels disconnected from the team, encourage team building. 

If a department sees few promotions from within, determine causes and remedies.

6. Refine the journey  

Now you’ve created and implemented your journey map, revisit the process to measure the impact of the changes:  

Has employee turnover decreased?  

Has departmental productivity increased?  

If the results don't reflect your actions, you may need to expand the map to find other causes and solutions.  

• Employee experience journey map template

You can create an employee experience journey map template, or you can invest in a digital tool that creates easy-to-use maps that are shareable with stakeholders. 

How do you measure employee journey?

Employee journeys are somewhat different, but measuring them usually includes the following:

Satisfaction levels indicate how employees feel about their job and workplace.  

Employee net promoter score (eNPS) is a satisfaction and loyalty metric that indicates how many employees would recommend your organization to others as a workplace.

Employee productivity indicates how adept and proficient an employee is at their job and may indicate roadblocks to productivity.

Retention rates measure the number of people remaining in their jobs versus the number of employees who have left.

Employee absenteeism or illnesses are often a key indicator of lack of engagement, dissatisfaction, or problems that may cause an employee to call in sick.

Recognition frequency could indicate that employees aren’t meeting their goals or that management is not recognizing employee achievements.

Internal referrals indicate that employees are happy at their jobs and want to share that job satisfaction with friends or family. 

What are examples of employee journey key moments?

A hiring process that is too lengthy or complex.

Equipment and training are unavailable for new hires.

Promotions are not occurring from a certain department.

Benefits packages are not comparable to those of other employers.

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Employee Journey Mapping: Improve Your Employee Experience

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.

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.

Simplify HR and Payroll

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.

Human Resources

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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About the Employee Journey Mapping Template

An employee journey map is a visual overview of how your employee interacts with your organization, it's tools, and people at each step of their journey with you, whether that be their first impression on their first day with onboarding, crossboarding into a new role within the organization, or even offboarding as they transition into the next chapter of their career.

Employees are at the heart of your organization, so it’s important that you empathize with their pain points, wants, and needs so you can design and build an employee experience that is personalized and human.

It’s important at each step to connect with the employee experience, so we keep the “human” in Human Resources.

Why use an Employee Journey Mapping Template?

Some of the significant reasons HR teams use employee journey maps to visualize the employee journey is to better understand:

• How the employee interacts with different members of their team, the organization, and tools.
• To better communicate processes and experiences internally to their teams and leadership.
• To understand the various steps at a deeper level, and to identify gaps that need to be filled and areas that could use improvement.
• Mapping out employee journeys helps HR understand what an employee is going through at each step of a journey, so they can better empathize with the employee on a human level.
• It’s also an easy way to communicate the process and keep all stakeholders aligned on how it works.

Employee journey mapping helps you figure out:

• How and when to update your processes.
• When are where you may need to add new touchpoints.
• Identify where you can automate more of the processes to make it more efficient for both the employee, the HR team, and managers.
• It helps you focus each of the steps and touchpoints that are most important to an employee, so you can better understand how to build the process in a way that will benefit them the most.

With this understanding, you will be better equipped to create different pathways within your journey and provide a more personalized experience for your employees.

Finally, by helping you understand employee needs, an Employee Journey Mapping Template will help you to identify the points in the journey where your employees need the most help and then target your employee support efforts towards those specific parts of the process to develop a more seamless experience.

When to use an Employee Journey Mapping Template

You can map out an employee journey whenever you want to understand the employee’s perspective, solve a specific problem, or improve cross-functional collaboration inside your organization.

Before building your employee journey map, think about what you want the employee to accomplish. Is this their first impression of the company with new employee onboarding? Are they transitioning into a new role within the organization and need support transitioning into this new role and department? There are many different journey’s that an employee will take during their time with you.

Make sure you understand the challenges they’re facing, then write down your goals and objectives and follow the steps below throughout each phrase to create your ideal employee journey:

What does the employee do? What are the actions they will take in this step of the journey?

For every step of the employee journey, add what your employee is supposed to accomplish, what is the end goal for them to be able to move to the next step?

Imagine if the employee is onboarding and this is their first introduction to the organization on a larger scale since the interviews, what does your employee need to accomplish? Do they need to sign any documents or provide any additional information? If they have questions, how do they get a hold of you, or how can they find the answers themselves? Where do they click?

What tools do they interact with? Who on the team are they going to be connecting with?

Touchpoints are all the places where employees will interact with the company, the various tools you use, and different people (like the employee's manager).

You can start by interviewing current employees and listing the touchpoints they are already using. Next, list the ones you would like them to use in an ideal world. This will give you a great baseline to work from to understand what is working, what could be improved, and what is available.

Employee thoughts + feelings

What is the employee thinking? What is the employee feeling?

Build the full picture of the employee whose journey you will capture on your map. Use all the demographic and psychographic data available to you to put yourself in the point of view of the people you’re building this process for. This is an important step because this is what can help you create an experience that is more personalized and conversational, rather than transactional.

Process Ownership

Who is leading and responsible for making this step happen?

Name who is responsible for and leading each employee journey research and findings.

Employee journey maps can be as zoomed-in or zoomed-out as you need them to be. Working with your team and the necessary stakeholders, decide whether you want to plan out an idealized version or the current state of the employee journey, a day in your employee’s life, and how your organization can create those “WOW” moments for your employees.

Opportunities

Once you start mapping, you’ll begin to see gaps in the employee journey that you may not have otherwise considered. As you develop the map, use Neocase’s Employee Journey Mapping Template to draw up a list of what you will need to fill in those gaps.

To finalize, work through the Employee Journey Map and see if you can answer the questions you started with at the beginning of the process. Then, you can better visualize how to meet your objectives.

Now it’s time to take it for a spin!

Make any necessary changes. You may want to repeat the process over time to add new touchpoints or automations to improve the experience.

FAQ about the Employee Journey Map template

How do i use an employee journey mapping template.

You can create your Employee Journey Map with Neocase’s free Employee Journey Mapping template and customize it according to your employee needs and internal processes. When creating your own template, remember to define the actions, what touchpoints you want to analyze and keep track of, and who at your organization has ownership of which step.  

How do I put my employee journey mapping template into action?

Once you’ve shared your employee journey map with your team and received internal buy-in, it’s time to put the plan into action so your employees can experience the benefits of this new personalized journey. Use Employee Journey by Neocase to drag and drop each step of your process into an automated workflow builder. This will help you keep track of the success of your new journey with advanced reporting at each step of the employee journey.

For more information on how Employee Journey by Neocase works, reach out to our team today and we’ll be happy to show you around the tool.

Happy mapping!

Noah Mithrush

Noah Mithrush manages the North American digital marketing initiatives at Neocase. Noah focuses on providing Human Resource professionals with valuable resources to continually learn and grow in their expertise, and stay up to date with the latest HR trends and innovations. She resides on the west coast in Vancouver, BC, Canada where she enjoys the outdoors with running, biking, and hiking.

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10 Video Script Templates for the Employee Journey

From the moment an employee sees your job ad and submits their application, to their first promotion and final day; the employee journey is the sum of all these experiences and everything in between.

In the pre-pandemic world, companies could choose to acknowledge these touchpoints in whatever way they wanted. Most organized an office cake for birthday celebrations, some conducted their annual performance reviews offsite — but few could deliver a fully remote experience for all milestones.    

With transparency and trust being demanded now more than ever, how can we recognize, enjoy and celebrate all experiences in the most inclusive and accessible way possible? With video.

The rise of employee experience management

The financial return on happy employees is no longer a debate in most organizations. Dedicated resources - like employee experience (EX) managers - are being given the sole responsibility of delivering the best experience possible for all employees. 

With an estimated 88% of organizations encouraging or mandating their employees to work from home due to COVID-19, the role of EX has been forced to reinvent the wheel in many workplaces. 

But before we rush to craft compelling copy, automate new emails, and inject more staff surveys into the mix, perhaps it’s time to take a pause and reassess the framework on which we base our tactics.

Mapping the employee experience framework

Do you remember the old days? Where your recruitment process had face-to-face interaction, your in-person onboarding program was flawless and the comms you delivered to nurture your team were inspired by water cooler conversations and taking note of the vibe at Friday night drinks. 

Now in our highly dispersed world, those dated means of collecting information and communicating are non-existent. Taking the time to revisit your framework will put you in the best position to not only retain your top talent now but positively impact your employer brand in the future.

The objective of mapping your employee experience framework is to identify and chronologically list the ‘moments that matter’. It’s an opportunity to visually plot out end-to-end the experience someone has with your company — otherwise known as, the employee journey. 

Gaining qualitative insights from employees who left within the first year, existing high-performing colleagues, and long-standing career employees can help you identify key points of impact. 

If you’re busting to get started, there are four phases of the employee journey that you can plot your moments against:

• Recruitment Process: First engagement with a job advertisement, submitting an application, interviewing, and signing the employment contract. 
• Employee Onboarding: First day at work, initial one-on-one with the manager, meeting the team, training, and tools required to effectively perform the job. 
• Employee Engagement: First birthday celebration, annual performance review, team events and work anniversary.
• Employee Offboarding: Acknowledgement of resignation, exit interview and final day at work. 

Defining your employee experience strategy

Once you’ve mapped your framework, it’s time to define your strategy for communication and engagement. You could choose to automate an email workflow, push one-to-one messaging, or maybe take the plunge into video.

Adding video to each touchpoint of the employee lifecycle is not as time-consuming as it may sound. By approaching this strategy with an evergreen lens, you can ensure your content has the longest shelf life and the highest impact. 

Steering clear of names and dates in the scripting process allows you to complement your video content with personal messaging along the journey. Learning how to strike a balance between automation and personalisation is the key to delivering a consistent employee experience.

10 employee journey videos to get you started

1. recruitment process | job advertisement  .

Hi, I’m [INSERT NAME, POSITION & COMPANY] and I’m really excited to be on the hunt for our team’s next [INSERT ROLE].    This is a key role reporting into [ME or OTHER], where you’ll be working as part of the team that [INSERT TEAM CONTRIBUTION].    [INSERT COMPANY NAME] is a [INSERT INDUSTRY & VALUE PROP] and we’re on a mission to [INSERT MISSION STATEMENT].   As a [INSERT ROLE] you’ll be responsible for [INSERT KEY AREA OF CONTRIBUTION].   The ideal person for this role knows: [INSERT KEY SELECTION CRITERIA] [INSERT KEY SELECTION CRITERIA] [INSERT KEY SELECTION CRITERIA] This is a well-supported role where you’ll get all of the training and equipment that you need to help you achieve [INSERT ROLE OBJECTIVE]   If this position sounds like you, then I’d love to hear from you. Please apply through the link below or if you know someone who might be interested just tag them or share this video.    I really appreciate you taking the time to watch this video.  Thanks and bye for now.

2. Recruitment Process | Application Acknowledgement 

Hello and thank you for your application. My colleagues and I are currently reviewing your resume and will get back to you within 5 business days.    In the interim, please feel free to join our community if you haven’t already and subscribe to our weekly e-newsletters so you can stay up to date with all of our full time, part time and contract roles that we’re recruiting for right now.    Thank you so much for taking an interest in [INSERT COMPANY] and also for taking the time to apply for this role. We hope that you are the right match for this position and we will be in touch with you shortly.    Have a great week. 

3. Recruitment Process | Contract Acknowledgement 

We are so excited that you have accepted the contract and can’t wait for you to join us on our mission to [INSERT MISSION STATEMENT].    Before you start there are a couple of [INSERT HR DOCUMENT NAME] that I’d like you to fill out and I’ve linked them below for your convenience.    Over the next couple of weeks I’ll be in touch with some expectations for day one on the job and also introduce you to your new colleagues so stay tuned.    Congratulations again and thanks for watching.

4. Employee Onboarding | Day One Welcome

Hello and welcome to day one at [INSERT COMPANY NAME].  We’re so excited to have you join our [INSERT DEPARTMENT] team and we hope that you have a great first week.    As you would already know, we work [INSERT REMOTE SET UP OR IN-OFFICE ARRANGEMENT]. This week I will need you to complete: [INSERT ONBOARDING REQUIREMENT] eg. your one-on-one catch ups with the team  [INSERT ONBOARDING REQUIREMENT] eg. our employee safety course  [INSERT ONBOARDING REQUIREMENT] eg. a week one wrap up video  We hope that your first week goes smoothly, if there’s anything you don’t understand please just ask, we were all in your shoes once upon a time.    And just a heads up for the next [INSERT NO. WEEKS] you’ll receive a new video just like this one outlining the onboarding agenda and expectations for that specific week ahead.    Shout out if you need anything at all and once again, welcome to [INSERT COMPANY].

5. Employee Engagement | Month One Check-In

Hello and happy one month anniversary at [INSERT COMPANY]. I hope you’re finding your feet and enjoying the new role.    As you’re probably aware by now, our company really values professional growth and providing our employees with plenty of opportunities to learn.   As the [INSERT ROLE] I’m your go to for any-training, accreditations or industry events.    This video is to remind you to spend some time in our online resource that outlines all of the learning material available throughout the year.   If you’d like to request something that falls outside of what’s provided then please [INSERT FORM or EMAIL PROCESS]. For your second month at [INSERT COMPANY NAME] I’d recommend you check out the [INSERT GENERIC COURSE] to help you [INSERT OBJECTIVE].    Please reach out if you have any questions about the ongoing training opportunities at [INSERT COMPANY NAME] and thank you for a fantastic first month on the job. 

6. Employee Engagement | Team Events Schedule

It’s a brand new year and that means a brand new schedule of team events at [INSERT COMPANY].    Every 12 months our [INSERT DEPARTMENT/Culture committee] gets together to review your feedback in our post-event surveys and determine a new series of activities for the year ahead.    At [INSERT COMPANY NAME] we value [INSERT CULTURE VALUE] so the annual improvement of this program is important to all of us.  As usual, each month we will release a new video outlining the specifics for the monthly event; things like timing, location and costumes will be determined for you.    To get you excited for what’s to come, here’s a sneak peak at the themes we already have locked in [OVERLAY TEXT CAPTIONS].   Thanks again for all your feedback and I look forward to seeing you at this month’s team event. 

7. Employee Management | Performance Review

Hello and thank you for your huge contribution to the team over the last 6 months.    At [INSERT COMPANY] we pride ourselves on creating an environment that fosters [INSERT GROWTH VALUE] for all of our employees.  To really embody these values we have [INSERT NO.] reviews each year that allow you to have an open conversation with your manager about any obstacles and opportunities.     This video is simply to give you a heads up that a calendar invite will be sent to you this month as well as a [INSERT HR DOCUMENT] to get you thinking about your positive impact so far at [INSERT COMPANY].   Thanks again for your fantastic contribution and I hope you have a great week.

8. Employee Engagement | First Birthday

Wishing you a huge happy birthday from all of your  [INSERT COMPANY NAME] colleagues!   You’ve probably picked up on how excited we get about celebrations around here, so we’ve sent you a gift that will arrive this week.    Your first birthday at [INSERT COMPANY NAME] is considered a milestone in your employee journey with us and one that we like to save in the memory bank.   Every year you’ll get a video package from the team full of personal messages and well wishes, so stay tuned for this.    Happy birthday from all of us again and I hope you have a fantastic day.  

9. Employee Engagement | One Year Anniversary

Can you believe it’s been one whole year at [INSERT COMPANY NAME]? It’s flown by for us, as I’m sure it has for you too.    We’re so grateful that you joined us on our mission to [INSERT MISSION STATEMENT].   [INSERT COMPANY NAME] is an awesome place to work because of people like you that really embody our values to [INSERT CORE VALUES].   I look forward to celebrating with you this week and seeing what we can all accomplish together over the next 12 months.   Congratulations for reaching such an exciting milestone and all the best for the year ahead. 

10. Employee Off-boarding | Exit Interview

Congratulations on your new opportunity and thank you so much for your incredible contribution at [INSERT COMPANY NAME].   I know I can speak on behalf of the whole team when I say you have been an absolute delight to work with and we will all miss having you around.    If the huge impact you have made at [INSERT COMPANY NAME] is anything to go by, I’m sure you will take to your new role with the same enthusiasm, expertise and drive for success.    As part of your off-boarding process our [INSERT HR ROLE] will schedule a time to conduct an exit interview with you so we can collect your employee feedback. You can expect to receive a calendar invite for this conversation in the next week.    Wishing you all the best for your new professional adventure and thank you again for your invaluable contribution at [INSERT COMPANY NAME].

Delivering a memorable employee experience right now might be less about metrics and more about moments. The age-old saying that people will forget what you said, but never forget how you made them feel, could be applied to the employee journey. 

Implementing an authentic communication tactic like video throughout the employee lifecycle can help you build stronger, longer-lasting connections as we set our sights on a brand new year — hallelujah.

Article Topics: Employee Engagement Recruitment Marketing Onboarding & Training

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Employee Journey Map

Analyze, improve, and capture an employee journey, study and observe the employee experience at different phases of the employee journey..

• Professional templates to visualize employee interaction and engagement
• Wide range of shapes and shape settings to easily create and segment employee personas
• Video-conferencing to connect with teams and peers in real-time

Visualize an Employee’s Journey in Minutes

Templates library to plan data-driven employee journeys in the organization . Edit, customize, or extend the template intuitively.

Drag-drop and Plus create to map the starting point, career progression, and the employee’s journey until the resignation.

Color palettes, shapes, and imported images to create unique employee personas. Map out and color code employee journeys for personas in different departments.

Infinite canvas to map out the employee journey using shapes, tables and connectors . Create an employee journey map to understand the process and identify key areas or issues.

Connect with Peers in a Single Platform

In-app video conferencing and whiteboarding to collaborate with any number of participants . Get feedback from the team and interact with ease while working on Creately’s visual platform.

Real-time commenting to share feedback on the different employee journeys, personal experience and start discussions via comment threads. Async!

Multi-cursors to find the participants on the canvas editing and viewing; practice seamless team collaboration on a shared visual workspace.

Workspace statuses Draft, In Progress, In Review, Approved, or Final to mark the different team’s work on the employee journey and let the project managers track and determine the deadline for smooth deliveries.

Discover Opportunities and Insights

Tables and charts to arrange data . Segment your employee journey maps according to the departments, designations, and timelines to analyze relevant datasets easily.

Global search aggregate information on a complex employee journey map via search queries.

Full-version history to find the changes done by other collaborators. Name the versions according to the date, iteration, or by the name of the collaborator. Revert to an iteration as required.

Help Enhance The Employee Journey

Use multiple perspectives with organizational charts and data models to design plans and strategies . Find effective ways to improve organizational performance by taking employee interaction into consideration.

Context-aware shapes that store the relevant information and switch according to frames; timelines, organization charts, and many more.

Multiple access and role levels to streamline sharing, reviewing, and editing employee journey maps with clients and external stakeholders.

​​ Embed on any site, share with anyone via email, or send an invitation to collaborate.

Add-ons to easily embed in Google/Microsoft documents, slides, and sheets.

What Is An Employee Journey Map?

An employee journey map is a graphical representation of the key stages of the employee experience that helps the HR and the senior management to analyze and understand the overall satisfaction and issues that help implement improvements and growth opportunities for the careers. It can also be used to depict the employee journey from the onboarding and hiring process, right up to the resignation of an employee.

How To Create An Employee Journey Map?

• First define the reasoning and goals of your employee journey map with a cross-functional team. Gather any relevant data, statistics, feedback, or research. Start drafting your plan on Creatley’s visual platform with your team in real-time. This approach will help understand your employees and their experience, and figure out the goal of the employee journey map. You can also interview specific employees from different departments to understand employee experience.
• The next step involves segmenting your employees according to their department, team, etc. Create employee personas to help gain more insight, by using shapes and specific colour palettes for each department or formats based on your requirements. You can also easily edit employer persona templates from Creately’s templates library.
• Once you have narrowed down your employee personas, you can start tracing the employee journey for each of them right from the first contact to the final offboarding process. Consider employee interactions that have occurred, such as those who have rejoined or retired from the organization.
• Start mapping out the employee journey, taking into consideration the data you collected. Identify the effects of touch points such as performance reviews, first interviews, promotions, training etc.
• Get feedback from your employees.
• Combine your employee journey with your feedback. Look at where the organization can make improvements to improve the employee experience. Export your PNG, SVG, JPEG, and PDF for sharing with different departments of your organization, or invite them to work on shared workspace via an email or invite link.

Key Moments of The Employee Journey Map: Template

An employee journey map portrays your employees’ experiences at every phase of their tenure with a company. They can view the journey map as a storytelling tool across the various stages of the employee lifecycle . Employers should make every experience better and portray expectations from the very beginning of the journey.

We have drafted an employee journey map template . You can download our free employee journey map template right here:

What is the Employee Journey Map?

The employee journey map is a visual representation of employees’ interactions with their employer throughout all the stages of the employee lifecycle. Employee journey mapping helps businesses step into their employee’s shoes. They do so in order to acquire an employee experience perspective .

Every employee journey with an organisation starts with the application period and recruitment. It concludes with the exit from the organisation, Offboarding . Preboarding & Onboarding are also critical stages. You can build strong strategies by using an onboarding plan . Yet, even after offboarding, the journey could resume. This is valid in cases of returning to work for a former employer, hence, Reboarding .

There are multiple tools that employers can use to manage their time inside a company. We publish some of these tools on our blog HR. For example, you will find articles on the HR lifecycle and the employee life-cycle model . An employee journey map is a similar tool.

How an Employee Journey Map Can Impact the Employee Experience

An employee journey map is a graphical tool that painstakingly describes the moments that matter to employees.  Undoubtedly, employees react emotionally to different moments.

You can maximise the key moments that improve employee engagement and minimise those that result in disengagement. Employees with emotional satisfaction will stay engaged with the job and enhance the productivity of the company.

This is why we created the ‘Moments of Power’ framework. It is essential that the employer acknowledges the most important moments at the start of the employee journey. Check out the moments of power below.

Moments of Power

The Four Benefits of Employee Journey Mapping

Pinpointing the employee journey’s important moments helps build a strong foundation for a positive employee experience . Furthermore, a thorough examination of the employee journey will show that each stage presents different challenges and opportunities. This is valid for both employees and employers. Let’s review some key benefits of employee journey mapping.

1. Get Different Stages that Bring Specific Experiences

Let’s take the case that you would like to measure employee engagement. It might be tone-deaf to treat the entire workforce as a single unit with a shared experience. After all, different employees have different experiences and they are many times linked to the stage in their journey. Furthermore, is it not intuitive that a new employee might not share the same experiences as an employee who is about to leave the company?

Thus, employee journey mapping will help differentiate between each stage of the employment relationship. Once the employers define the stages, they can proceed with identifying areas that need intervention.

2. Take the Opportunity for Insights and Anticipation

Employee journey mapping offers valuable insights into the employee journey with an organisation.

For instance, the way new hires start this journey matters . It can set you on a positive work journey with the employer. However, if new employees start on the wrong foot due to errors from the employer side, they might never build the desired engagement and connection with the job. Thus, there is no second chance for making a good first impression.

Other notable essential moments in the journey of an employee are the first one-on-one with the direct manager, or the first full performance review. Moreover, onboarding process activities, training, and team events are also highly relevant. These events shape their experience as an employee in an organisation, minimising their time to performance.

An employee journey mapping exercise helps the employer better prepare for those crucial moments. If having access to training is important to employees then also your journey map will contain this critical stage.

3. Get the Insights for a Better Hiring

Maybe it’s not the most intuitive benefit, but employee journey mapping can also offer an opportunity for better hiring.

Actually, understanding journey mapping can help companies understand the organisational core values. By doing this, they get a better understanding of who will fit well and thrive in the organisation.

This clarity can contribute to attracting and hiring competent and happy candidates compatible with a company’s experience. This enables HR to select the candidates that best suit the company’s operations and that will thrive in the company.

4. Improve Your Employee Engagement

The employees’ experience with an organisation impacts their productivity and the organisation’s success. Positive experiences lead to engagement and longer tenures within a company. The essential moments of the employee journey map should aim to create a memorable experience that can have a lasting impact on employers’ opinion of the workplace.

Moreover, the employee journey provides useful insights on engagement due to the countless feedback from employees. With this, employers will know what motivates and inspires them. Regardless if you work in a small company, or a large enterprise , employee engagement is crucial.

Employee Journey Map Insights

You can maximise the key moments that improve employee engagement and minimise those that result in disengagement.

Best Practices to Create an Employee Journey Map

We have compiled a set of best practices to help create an employee journey map.

Listen and Collaborate

Creating an employee journey map is not a task that a single person can ful-fill with no additional input. Collaboration and listening are key for gathering enough data and insights. After all, the journey map has to portray employee’s needs and perspectives.

However, HR should not assume they know it all, even if they are also employees. Of course their personal experiences are relevant and can be a starting point. But HR also has to encourage feedback from others at various levels and functions. This will ensure having access to multiple perspectives.

Develop Employee Personas

We already discussed that employee experiences vary across the various stages of the journey. The employee personas would be a way of differentiating between the experiences specific to different stages.

Personas are used frequently in the user experience field. The goal is to identify different types of customers, pain points, goals and needs . In our case, the customers are the employees.

So, when doing employee journey mapping it is essential to identify all the key employee personas. Some  criteria to differentiate between personal could be personality, demography, and career line, department, and of course, stage of employment.

Thus, some example of employee personas are: the candidate, the onboardee, the integrated employee, the career ladder climber, the departing employee, the returning employee.

Additionally, the onboardee employee persona can be further split into: the manager onboardee, the junior onboardee, the technical onboardee and so on.

Map the Employee Journey

Mapping the employee journey follows right after identifying employee personas. This involves deciding on the key employee lifecycle stages.

For example, we have selected 6 stages: Recruitment, Pre & Onboarding, Integration & Performance, Development, Exit: Offboarding and Post-Exit. A few mentions should be considered about these stages. Buddy Onboarding is a complimentary process to Pre & Onboarding. Moreover, the Development stage could also include a crossboarding process . This occurs when you switch to a completely new role.

Additionally, it is essential to identify what experiences are specific to each stage. In this context, an employee engagement survey can help collect quantitative and qualitative data. The data has to reflect which experiences are specific for each stage.

By starting with a solid foundation, by talking with current employees, by identifying their values, and the steps of your organization’s employee journeys, you can begin to map out what yours will look like, and how to integrate it with your organization. The survey will also identify the specific pain points, goals and needs.

Define Possible Interventions

Data collection has revealed pain points and additional employee needs. After knowing what is working and what is not, the opportunity for interventions and improvements arises.

For instance, a key feature of the employee onboarding journey map is effective communication between the new employees and the current workforce. Hence in the onboarding process, organisations should leverage effective communication properly while bringing new employees on board.

Employee Journey Map Examples

We have developed two employee journey maps. They detail the Preboarding Journey and Onboarding Journey respectively.

If you are curious to read more about preboarding vs. onboarding , we have devoted an entire piece on it.

Employee Journey Map Template

The employee journey map template is a tool that unites the employee experience across the lifecycle. Thereby it provides a holistic view critical to identifying and prioritising areas of focus. Then, the company can identify organisational actions, as well as the elements that will enable employees. This will establish the right impression in them and spur you to build the right engagement with the jobs.

You can download the employee journey map template for free and start your mapping process right away.

The first step for employee journey mapping is evaluating the employees’ experience to identify issues and opportunities to grow. Subsequently, all the information informs the creation of the employee personas. Once the personas are identified, the employee journey map template is an instrument that can easily customise this information.

The Six Essential Elements For the Employee Persona on This Template

Our employee journey map template highlights six essential elements for the employee persona. These are: 

• Goals & Needs : What are employees trying to achieve?
• Touch Points : What people, things, or organisations do employees get in contact with?
• Organisation Actions : What does the organisation do at this step?
• Barriers / Pain Points : What barriers come in the way of achieving their goals?
• Enablers : What helps employees achieve goals?
• Desired Impact : What is the desired impact?

Employee Journey Map Template: A Concrete Example

An employee experience journey mapping template is a tool that an organisation can use to showcase the worker’s entire journey in its establishment. It is an easy-to-use tool that can be edited and shared easily with the relevant stakeholders.

Let us take a concrete example using the candidate persona.The candidate persona seeks employment in a new organisation.

The touch points are: the application portal, the company’s social media accounts, recruiters, job boards, etc.

The organisation actions are: reviewing the application and if relevant inviting the candidate to an interview. The organisation will have to ensure that the applicant matches the role and the organisation as a whole. Additionally, the recruiter would make him/herself available to the candidate in case of questions regarding the application process.

Some barriers for the candidate persona would be: insufficient information regarding the application, unresponsiveness from the recruiter, misleading information regarding the role, negative reviews of the employer.

Some examples of enables are: friends or family already working in the company and referring the candidate, a very responsive recruiter that provides comprehensive answers to any curiosities & questions.

The desired impact for the candidate persona is receiving an employment offer and signing a contract.

This is a general and simplified example. It can be further customised. For example, designing a journey for a senior level candidate and an entry level candidate. Or for example, for a sales candidate or a business development candidate etc.

Employee Journey Map

Globally, only 20% of employees declare themselves as being engaged at work.

Employee Experience Journey Map

An employee experience journey map helps track the key stages and experiences in the employee journey. It creates a chronological chart that visually captures and examines each step of the employee experience. Although prevention is better than cure, business organisations should aim to improve the employee experience and not wait until issues spring up.

When employees have a positive experience, it translates into increased engagement, greater productivity, reduced recruiting cost, and low employee turnover.

The employee experience journey map of an organisation offers a unique way of representing the company’s goals, values, and processes. Again, it helps bring the company’s core values to life and build a strong culture.

Globally, only 20% of employees declare themselves as being engaged at work, according to Gallup. Thus, the vast majority of employees worldwide are having unpleasant work experiences and very little connection to their employing organisation.

Don’t Overlook Employee Mapping: Concluding Remarks

No doubt, the major challenge confronting most business organisations is getting their employees to feel engaged with their work. This is additionally coupled with a need to achieve better work efficiency.

However, the employees could have some underlying experiences hindering their capacities to perform optimally. This is why employee mapping is a useful tool for gauging the experiences of the workforce of an organisation.

Employee mapping starts when you gather everyone involved in the process of an organisation. Besides, it defines every step in executing the process. This helps in achieving rule compliance, business process improvement. Additionally, it helps boost employee effectiveness.

Hence organisations should leverage the right employee onboarding solutions tools like Introdus, employee onboarding software to bring onboard the new employees. Due to onboarding automation , new employees have access to a platform that ensures social integration with their employers from day 1.

Also, it has useful multimedia content that will empower new employees and build the right engagement with their jobs.

In conclusion, an employee journey map is a great asset in achieving employee engagement if properly harnessed. In addition, it will aid organisations in building their workforce with the right morale and motivation, thus resulting in enhanced productivity and profitability.

Remember that you can also check a Return Work Plan, by clicking here.

Benefit from a successful employee journey map with the proper tool.

Get a free demo

More From Forbes

Nine things new employees should know about joining a union at work.

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Workers on strike outside a hotel

Labor unions have seen a resurgence in recent years as workers in various industries create and join unions within their organizations. However, new employees may not always be aware of the potential opportunities and challenges associated with being a union member.

To that end, nine Forbes Human Resources members share critical factors new hires should consider about unionized workplaces. These experts outline both the benefits and concerns that can arise when joining a union.

1. Union Solidarity Poses A Risk And A Reward

The solidarity necessary for a union's strength can lead to a paradox where expressing unique opinions or pursuing personal goals feels challenging. The very unity that empowers them also demands a delicate balance between conformity and individuality. New employees must find ways to offer their unique views in a manner that strengthens the collective, yet does not compromise their authenticity. - Katrina Jones , Acacia Network

2. Unions Often Impact The Hiring Business

Employee unions are known to sometimes operate in nefarious ways with self-serving objectives, so employees should be aware of the "why" behind such a relationship and how it may negatively (and unnecessarily) impact the business employing them. There can be a lot of empty or misguided rah-rah behind a union effort without enough education. Always give the employer a very fair shake first! - Bryan Passman , Hunter + Esquire

3. Unions Compromise Individualism And Autonomy At Work

One factor to consider before joining a union is your loss of individualism and autonomy as an employee. For example, union employees may not get exposure to skills or experience outside of their job descriptions, which may end up limiting their overall career growth and collaboration with others. This can become especially impactful when looking to advance or get promoted to the next level. - Dr. Timothy J. Giardino

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Charlotte shooting 4 officers killed while serving warrant, wwe raw results winners and grades after wwe draft night 2, 4. unions negotiate employment terms for the collective group.

Being part of a union means that your employment terms are negotiated collectively. As a result, you might have limited ability to negotiate your wages, benefits and job conditions individually, which can be a drawback if you have unique skills or circumstances. - Britton Bloch , Navy Federal

5. Unions Require Members To Follow A Set Of Rights And Responsibilities

Before joining a union, an employee should know their rights and responsibilities as a union member, the dues they will be required to pay, the benefits they will receive, the collective bargaining process, the union's policies and procedures and any potential limitations on individual actions or decisions within the union framework. - MJ Vigil , DispatchHealth

Forbes Human Resources Council is an invitation-only organization for HR executives across all industries. Do I qualify?

6. Union Rules Can Be Beneficial Or Negative (Depending On The Employee)

Unions are a double-edged sword. On one hand codified processes around discipline, earnings, shifts and promotions are fantastic in creating predictability; however, those same rules can be stifling for those who are seeking a more fluid approach to upward mobility, work variety and breadth of experience. Each has its place; and neither is better or worse, just different. - Jon Lowe , DailyPay

7. Unions Will Require Added Costs

New hires should grasp the dynamics of employee unions, which offer benefits like collective bargaining but may pose challenges such as added administrative costs from union dues, rigid policies and management conflicts. Understanding these dynamics is key to navigating effectively. - William Stonehouse , Crawford Thomas Recruiting

8. Unions May Cause Management Conflicts And Mandatory Parameters

New hires joining an organization with an employee union should be aware of the potential benefits and challenges. Unions can provide benefits; however, new hires may face challenges such as mandatory union membership, union dues and possible conflicts with management. Educating themselves on the union's policies and their rights and responsibilities as union members is advisable. - Reema Akhtar , Seer Solutions

9. Unions May Provide Things The Employer Can't (And Vice Versa)

Employees should fully understand what the union will do for them as opposed to just the employer. They should also be aware of the dues—how much they are and if they are automatically deducted from their paycheck. The employees should do their due diligence to determine whether or not a union will be the right fit for them in their career journey and not feel pressured to join or not. - Erin ImHof , CertiK

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• Sustainable Aviation Fuel (SAF)

29 April 2024

Welcome aboard the saf journey.

In line with its decarbonisation roadmap, Airbus is joining forces with airlines to increase the use of sustainable aviation fuel for employee business travel.

Over the last decade, Airbus has gradually introduced sustainable aviation fuel (SAF) into its company operations. In 2023, Airbus reached its goal to reach 10% SAF in its fuel mix. By using the alternative fuel in aircraft deliveries to customers, in test flights, for Beluga transport and employee business travel, Airbus was able to reduce its 2023 CO 2 emissions by 23,587 tonnes. 

Still, there is a considerable amount that can be achieved to develop the SAF market. Airlines are supporting the effort by proposing SAF in business travel procurement. Airbus is taking advantage of the growing offer to make corporate travel flights powered with SAF available to employees. 

Zooming in on employee travel

With the aim to reduce the CO 2 footprint of employees, Airbus is working with several airlines to purchase SAF for business travel. It’s a strategic move that aligns with Airbus’ ambitions to reduce the company’s Scope 3 emissions. 

Thanks to such innovative SAF incentive programmes, we are able to walk the talk in reducing the environmental impact of our business travel and empower employees to take part in the effort of meeting Airbus’ CO 2 emission reduction goals.

Raphael DUFLOS, Head of Corporate Services General Procurement

  In 2022 and 2023, Airbus signed agreements with airlines Volotea and Air Corsica to have SAF onboard for internal charter flights connecting Toulouse to Finkenwerder, Germany, and Toulouse to Nantes and Saint-Nazaire in France. 

In order to further develop this practice, Airbus and Air France-KLM signed a first agreement in late 2023 adding routes between Paris and Toulouse as well as Paris and Marseille. 

But as SAF is not yet available at every airport, Airbus uses a Book and Claim process. This means that the flights are not necessarily powered with SAF. Rather, the purchased SAF goes into the fuel system at an airport close to a SAF production facility. This process ensures a more efficient lifecycle. The SAF purchased by Airbus is tracked and verified to allocate the correct carbon emissions factors.

New routes, more SAF with Air France KLM

After a successful pilot in 2023, Air France-KLM and Airbus are pursuing their collaboration with a 2024 “SAF fares agreement”. Airbus will now purchase SAF options for employee business travel connecting Hamburg, Madrid, Marseille, Munich and Toulouse to Paris. 

The airline will provide Airbus with a comprehensive report of SAF consumption and an estimation of the CO 2 footprint of Airbus’ employee travel on the five selected routes.

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• Specifically, the final rule provides that it is an unfair method of competition—and therefore a violation of Section 5 of the FTC Act—for employers to enter into noncompetes with workers after the effective date.
• Fewer than 1% of workers are estimated to be senior executives under the final rule.
• Specifically, the final rule defines the term “senior executive” to refer to workers earning more than $151,164 annually who are in a “policy-making position.”
• Reduced health care costs: $74-$194 billion in reduced spending on physician services over the next decade.
• New business formation: 2.7% increase in the rate of new firm formation, resulting in over 8,500 additional new businesses created each year.
• This reflects an estimated increase of about 3,000 to 5,000 new patents in the first year noncompetes are banned, rising to about 30,000-53,000 in the tenth year.
• This represents an estimated increase of 11-19% annually over a ten-year period.
• The average worker’s earnings will rise an estimated extra $524 per year. 

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