Employee Journey Guide

How to understand the employee journey mapping in an easier and efficient way

Welcome to the Employee Journey Guide

This guide was built to help professionals to organize all employees’ data and manage HR processes with the Lean methodology.

Don’t worry, you’ll learn how to manage your human resources processes with Lean methodology, with very intuitive and HR-friendly language!

At the end of the guide, you will know how to maintain an easier, cheaper and more efficient HR department.

In this guide, we’ll teach you to improve HR processes, with a focus on the Employee Journey. The Employee Journey is defined as all events from the moment a person sees a job offer until their last day working for your company.

The main steps included in an Employee Journey are:

Recruitment and Selection

Employee Onboarding

Performance Evaluation

Employee Offboarding

And we can add a fifth process that allows all others: HR Requests. This process includes all types of requests an employee can inquire about during their journey in your company, such as vacation, benefits and info updates.

Recruitment and Selection

Well, all journeys start at a point. In this case, let’s say that a candidate saw your job offer somewhere—whether that be on social media, job offers platforms or your website. So how should you receive their applications? Email? A LinkedIn message? Your career page? And which information should they send to you?

• Curriculum
• Portfolio
• Salary expectations

I’m already imagining who is receiving emails about different positions that require various information. And how can this person answer all candidates’ questions during the process? One-by-one via email? But what if there are dozens of candidates applying?

Well, now, this process looks like chaos. This process needs to be organized, controlled and Leaned up. And using the right tools is certainly the best way to manage this process. So take a look at how Pipefy, the Lean management platform, can help you.

Receive applications directly inside Pipefy. Forget emails, paper and copy-and-paste information.

See in action

Employee Onboarding: Congratulations!

Now the candidate has become an employee. Their journey officially starts at this point. You’ve probably already heard that the first impression is the last impression. And it’s totally applicable to the Employee Onboarding process.

Imagine the employee’s first day. Full of expectations, doubts and uncertainties. Having a structured Onboarding flow is essential to providing the best experience right off the bat.

Not being prepared to receive a new employee means not having a desk, computer or even not providing the right training sessions to ramp up the employee quickly—and these things will probably become a problem in the future.

With Pipefy, you can create a flow to prepare your whole team for this onboarding, providing equipment and software, training sessions and company alignment.

Prepare your team for the onboarding, provide equipment, software and training sessions.

Use the Onboarding process template right now

Performance Evaluation

The employee was successfully onboarded! Now we start the third step of the Employee Journey: the Performance Evaluation. Actually, this step doesn’t have a clear ending, because this is the beginning of different cycles inside the company.

The Performance Evaluation is key to any HR strategy. It’s not only a good way to evaluate, but motivate and give new challenges to the employees, always aiming to enhance results, efficiency and the overall work environment within the company.

Well, there are many methodologies to create and apply an Employee Evaluation. The framework we usually use here at Pipefy has five main steps, always done periodically.

Using Pipefy to run the evaluation process, you avoid losing information during the process. You can also rest assured that all information about each employee is in the same place.

Manage your Evaluation process with Pipefy

Employee Offboarding

Well, nothing is forever, right? Let’s move on to the last step of the Employee Journey. The Offboarding usually isn’t managed as a key process within the whole journey and it’s a delicate topic.

Offboarding isn’t necessarily directly related to firing, as most people think.

You may need to offboard an intern whose temporary work contract has reached its end or an employee that’s handed in a resignation letter in order to move on to another opportunity.

The last experience of an employee is what they will take and spread to their network—including  current employees of the company. And it will directly affect your Recruitment Marketing and Employer Branding strategies.

Collecting feedback is the best way to improve your whole Employee Journey and positively impact all steps a new employee is going to pass.

Use our Employee Offboarding template

Start managing your Employee Journey with Pipefy