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Finding how you define an employee life cycle is almost inevitable when you are an organisation. As a unit, you need to have a pulse over it. Reimagine processes and define the metrics to streamline each step.

Ensure each life cycle at the workplace helps your staff evolve to their ultimate purpose. Developing such transparency in the employee life cycles or ELCs leads to organisational success in terms of:

  • Improved retention
  • Reduced turnover
  • Agile career pathing
  • Creation of leaders
  • Promotion of DEIB
  • Offering a positive workplace environment 
  • Reinforcement of new-age skills with less resistance to change
  • Supercharged productivity at individual and team levels

So, let's dive deeper into this blog post. Find out the top 6 stages of this cycle. Streamline and standardise each stage with a sophisticated workforce management tool like ours. 

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How to define an employee life cycle?

An employee life cycle or ELC is the journey of a staff member they are expected to go through when they come into contact with an organisation for the purpose of employment. 

Each organisation might have various stages of the cycle. However, we are discussing the mainstream stages in this post today. 

The ELC model helps you understand how an employee must interact and engage in your organisation. You can nurture them accordingly and create their 30-60-90-day plans with clarity. 

This life cycle provides clarity to the HR teams, ensuring that they draw maximum output and efficiency out of the employed staff. 

What are the 6 core stages of the employee life cycle or ELC?

As I have mentioned earlier in the section above this one, there are various stages in an ELC. It depends on the organisation formulating these for the talent they want to hire. 

Some might have smaller or shorter cycles if they are working with consultants and freelancers more often. 

Others might have longer cycles to improve the retainership programs. These are to improve the quality of hire to build a robust community centred around a topic or subject matter. 

Find more about these stages below:

  1. Attracting the best talent

The first step in initiating the employee life cycle is not to onboard the right talent. It begins right from how you market your organisation and its culture. The model of the culture you boost about in social media or offline events must be sellable and believable enough.

It must be in line with the current and future generation at the same time. If people think that your organisation is worthy of staying there for years, you will definitely start attracting more star players. 

For that, you need to mould how and what type of online and digital branding you put out. It means the type of branding stories, success and failure stories, client testimonials, employee shout outs, reviews, etc., matter at every stage. 

Ensure that you are getting regular feedback from your key clients and employees. These are your two major stakeholders in ensuring to keep up the speed of your business success. 

Once they start reviewing and mentioning your business out there, it will automatically attract and impress the next best batch of your new hires or joiners. 

To begin with, offer your current stakeholders an intranet like ours. Get them into a habit to talk about the organisational culture within the organisation space and medium. Let them be familiar with how to put out a brand story officially or unofficially. 

  1. Recruiting the culture add people

As you walk into the future of HR and its operations, you need to do away with the traditional way of recruiting. The new age and culture add talent will most likely not be in your sight. Such people often have hidden talents and are not actively seeking employment. 

You need to make them want your job vacancy, job profile, with competitive packages and incentives. The candidate's experience of filling for the job must be easy, quick, transparent, and driven by AI. 

From an HR’s perspective, they must be able to find the best culture add and fit talent in record time. That is their biggest challenge to scout the talent without spending hours in unknown places. 

Modern and paperless recruiting strategies and mediums help a lot. We will talk more about this later in another section of this blog copy. 

  1. Onboarding seamlessly in a few clicks

When you define an employee life cycle (ELC), the onboarding process is quite crucial. It defines and finds the base of an employee’s expectation for their growth and trajectory in the long run or term. 

The modern-day onboarding process must be automated and free from flaws or errors. It should track the time and ease HR’s work day. 

  1. Retaining the outstanding and consistent contributors 

You’re not even crossing half of the ELC journey if you’re recognising the rising talent. Do it more and do it often. Make the culture of constant appraises and appreciation for breakthrough performances. 

Build a culture where everyone is curious, ready to learn, ready to experiment, and ready to relearn and course correct. That way, you are able to build multiple strategies one after another for breaking tougher milestones in each vertical.

  1. Developing talent to their maximum potential

Coaching, mentoring, and tutoring on the job are one of the few crucial pillars of learning for the new-joiners and existing ones. They need to develop their skills set and mindset in the long run to remain employable. 

When organisations are working with multi generational talent, this becomes the need of the hour. Everyone needs to skill up and shape the future of the organisation and themselves at an individual level. 

Everyone harbours the fear of displacement because of the new age AI where it is moving ahead toward gaining empathy, if not EI. Thus, it’s important for humans to be more humane at work. 

Learn, listen, and develop the inner self-awareness and constantly align with that of the organisational entity. It will then build more leagues of loyalists and retainers. 

  1. Farewell with clarity and empathy 

Every partnership and contract comes to an end. There will be a time when the organisation is not feeding the purpose of the employee anymore. Or, this could be vice-versa. Harsher decisions have to be made to save everyone from the upcoming losses and delays. 

However, such goodbyes can be on positive and progressive terms by keeping clarity of:

  • Reasons to leave
  • Reasons to stay
  • Reasons to even apply for resignation
  • Reasons to terminate or lay someone off
  • Reasons to hold the final dues
  • Reasons to clear all the dues at once
  • Reasons to cut pay from a particular department while exiting

How can you streamline all the stages of the employee life cycle?

We understood the six core stages of the employee life cycle above. Let’s find out below how we help you streamline and structure those in simple steps:

  1. Integrate job portals with the career page:

Attract the best of the best talent when you integrate various job portals with your organisation’s career page. More than that, get all the resumes in one place so you won’t have to switch back and forth. 

Make the job postings more inclusive, diverse, and clear when you generate the job descriptions with AI Suggest. This way, you can attract more candidates who are self-aware of what they bring to the table and how much they contribute in terms of quantity and quality of performances. 

Get regular feedback and reviews from your clients, investors, promoters, current and ex-employees. Ensure the branding remains intact in all types of communications you have with the external stakeholders like the offer letters, engagement emails, invitation and application emails, or job vacancy pages. 

  1. Enable AI-driven Skills-based hiring:

Boost the recruiting strategies and match the speed of hiring multi-disciplinary teams with an AI-based tool, AI Suggest. 

Generate skill sets, job descriptions and roles, interview questions, and KRA templates in a second or so. Save time on regular research on whom to hire and what type of person to hire. 

Build transparency in your teams related to the next best hire. Improve the TAT of closing onto the talent that is a culture add with a CV Parser. 

We offer that in our candidate pool. It helps you filter resumes based on key phrases or keywords. These words or phrases can be the job roles, specific skills and specialisation required to be a key player for the job profile. 

  1. Automate onboarding:

Revolutionise how you onboard the best talent to your firm with automated employee code generation, automated pre boarding link attachment in the offer letter after accepting the same. 

Then you can easily onboard a new joiner with a scan of the government issued ID card, that is Aadhaar Card. It is applicable to hiring Indian employees. For hiring global candidates, you might require more customisation for your HRMS

Contact DevOps for that, and you will get in as soon as possible to automate the necessary formalities for onboarding the best talent in a shorter time frame. This will help you remove barriers to onboarding and eliminate human or clerical errors. 

  1. Leverage mobile-enabled PMS and social intranet for appreciation:

A mobile-enabled PMS lets you figure out your star players at every point and click. Communicate congratulations and provide real-time feedback on their performances and projects using the intranet integrated with the PMS. 

Celebrate victories like promotions, completion of tougher milestones, completion of project deliverables before time, and getting positive client testimonials on the intranet. 

Such strategies help your staff to remain motivated throughout. Also, with PMS, managers, business heads, and peers can review an individual on multiple fronts. This makes the reviewing and performance evaluation process more seamless, efficient, and coherent. 

  1. Develop talent with eLMS programs:

Developing talent is one of the crucial parts of defining an employee life cycle. You can now streamline and personalise learning with our eLMS function.

Enable your team members to learn on their own. Let them learn together and leave reviews on the quality of the content uploaded there. 

Give access to learn to certain groups for targeted learning. Then, let employees take system-generated quizzes after each chapter and retain the power of each concept for longer periods. 

The learning becomes more interesting when learners get certified after completion of each module or course. It can empower them to build their portfolio consistently and take up challenging roles in the future with less resistance or hesitation. 

  1. Structure offboarding with transparency:

Enable exit management module with respect to features to submit your own resignation or someone else’s on their behalf. Empower the reporting manager to send timely alerts to the clearance departments to clear all the dues one after another. 

Edit, design, and complete the survey form to make it compulsory for certain departments for exiting employees. This gives clarity on why someone is leaving and what their reason for switching is at the current moment. 

Set automated approvals and requests in action with triggered actions and responses. This will streamline the entire exit management and resignation process from an HR’s, manager’s, and employee’s perspective to generate the full and final payment dues and statement on time. 


We read about the six different stages of how you define an employee life cycle. Then we also dived deeper into the ways to streamline and structure all these steps when you can enable uKnowva in your organisation. 

Contact us here.

FAQs on Define an Employee Life Cycle

  • Why is understanding the Employee Life Cycle important for organisations?

Answer: Understanding the Employee Life Cycle helps organisations manage their workforce more effectively, improve employee satisfaction and engagement, reduce turnover, and ensure a better alignment between employee goals and organisational objectives.

  • What role does technology play in managing the Employee Life Cycle?

Answer: Technology plays a crucial role in managing the Employee Life Cycle by automating processes, providing data analytics for decision-making, enhancing communication, and offering platforms for training and development, thereby improving efficiency and employee experience.

  • Can small businesses benefit from understanding the Employee Life Cycle?

Answer: Yes, small businesses can greatly benefit from understanding the Employee Life Cycle as it helps them attract and retain top talent, enhance employee satisfaction, streamline HR processes, and ultimately foster a more productive and engaged workforce.

  • How can feedback be integrated into the Employee Life Cycle?

Answer: Feedback can be integrated at various stages of the Employee Life Cycle through regular performance reviews, surveys, one-on-one meetings, and exit interviews. Continuous feedback helps identify areas for improvement and supports employee growth and satisfaction.

  • What is the role of HR in managing the Employee Life Cycle?

Answer: HR plays a pivotal role in managing the Employee Life Cycle by developing and implementing strategies and processes for each stage. HR ensures that employees are recruited, onboarded, developed, and retained effectively, fostering a positive work environment.


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