How to Boost Your Employee Lifecycle Program


You’ve set up part or all of your employee lifecycle program with its five stages from recruitment to exit. You’ve decided which surveys best suit your organisation. You’re getting reasonable results but feel you could be extracting more targeted data from the program.
Follow our best practice tips to help you extract the maximum information all along your employee journey and boost your lifecycle program.

Candidate reaction surveys

Recruitment is expensive and competition to attract the best talent is fierce. A good recruitment process will improve your candidate attraction and selection processes, improve offer acceptance rates, identify and eliminate legal or compliance risks and improve the overall candidate experience, enhancing your company’s reputation. You can boost the value of your recruitment data by:
  • Including a single survey at the end of your pre-hire process

  • Making sure questions are specific to your company’s pre-hire processes, rather than generic

  • Only surveying those candidates whose interaction with your hiring process has been meaningful, e.g. they have had at least one interview

  • Surveying both successful and unsuccessful candidates

Onboarding surveys

Onboarding is the time between your new hire’s first day at work and the point at which they become profitable. Your goal is to reduce the time and costs of this ‘ramp time’ for new employees, ensure that your onboarding processes are consistent and effective and make an employee’s early engagement with your company positive so they want to develop and stay with you. Best practice includes:
  • Surveying at the end of your onboarding process rather than during it so your candidates have a full picture of their role

  • Avoiding generic questions – make them specific to your company’s onboarding processes

Post-training evaluations

Employee learning and development is essential for job performance and company growth. When you offer your employees training, you want to ensure that they participate in it fully and complete it satisfactorily. You need to ensure that you expand effective training, removing courses that are ineffective. Make sure you:
  • Measure your employees’ reactions to their training

  • Measure their learning and mastery of the skills immediately after the training

  • Evaluate how the training has developed skills several months afterwards

Employee engagement surveys

Engaged employees are happier, more productive and more inclined to stay with your company longer. Improving employee engagement begins with the survey. There are many drivers known to impact employee engagement – read about them in more detail. You can boost your engagement surveys by:
  • Knowing your engagement drivers and including them in your survey

  • Identifying which factors are most important in promoting engagement

  • Following up weaker areas with pulse surveys, taking action, then monitoring and tracking improvements

360 surveys

360 surveys include anonymous appraisals by a senior, a junior and a peer, as well as a self-assessment. Employees gain insight about themselves from others’ perspectives on their behaviour and actions, highlighting where they can develop and improve. A good 360 survey will be:
  • Integrated into a complete performance management system

  • Based on performance goals that are important to your organisation

  • Completely confidential to ensure honest and candid feedback

  • Answered by people who have had training in giving constructive feedback

  • A springboard to encourage and support employees constructively

  • Relatively short – 15-20 minutes is plenty

Effective 360° feedback surveys encourage employee growth and development in a supportive workplace environment. 360° feedback is a powerful tool for positive and powerful problem-solving enabling employees to be more productive.

Exit surveys

Attrition is expensive for organisations: exiting employees may be less productive as they wind down, you may have to hire temporary cover, and you then have the substantial costs of recruiting a replacement. Exit surveys help you understand why people leave, identify events in the employee lifecycle that have the greatest impact on staff turnover, reduce time and costs replacing them, and reduce regrettable losses of people you would have preferred to retain.
  • Survey exiting employees either immediately before or immediately after they leave

  • Implement a formal ‘off-boarding’ exit process that includes the survey, to boost response rates

  • Quantify reasons for leaving as well as analysing open text responses

  • Understand what drives an employee’s final reactions to your organisation by running their data through driver analysis.

Explore all of the employee lifecycle surveys Qualtrics offer