Employee Life Cycle
The employee life cycle captures the full journey of a team member with the organisation from their first day to their last, and the ongoing engagement in between. By standardising onboarding, offboarding, and regular feedback surveys, we create a consistent and professional experience that strengthens culture, supports growth, and ensures accountability.
- Onboarding
- Ongoing Engagement
- Offboarding
This approach makes employee engagement a shared responsibility across the organisation, helping us to build trust, maintain compliance, and create a workplace where people can thrive at every stage of their journey.
Explainer: Create a consistent and professional experience
Employee Onboarding
Pre-Arrival
Set Up Access
First Day
Ensure each item is scheduled on Day One
First Week
First Month
Purpose: Onboarding sets up new employees for success by making sure they are welcomed, equipped, and integrated into the business. The aim is to provide clarity, access to the right tools, and a smooth transition into the team culture.
The goal: Build confidence and engagement from day one, ensuring the new hire is both operationally ready and culturally connected.
Explainer: Consistent Approach
Employee Satisfaction (ESAT) Surveys
1. Why They Matter
Employee satisfaction has a direct impact on performance, retention, and client outcomes, especially in tech, where people are your most valuable asset.
- Engaged employees are more productive and innovative.
- A strong culture builds loyalty and improves customer satisfaction.
2. How They Work
ESATs are short, structured surveys that give employees a safe, anonymous way to share feedback.
- Anonymous by design to encourage honesty.
- Covers leadership, workload, culture, development, and wellbeing.
- Simple format that employees can complete quickly.
3. When to Run Them
One-off surveys provide a snapshot, but regular rhythms drive results.
- Quarterly pulse checks to track progress.
- Annual deep dives for a holistic view.
- Consistency builds trust and richer feedback over time.
4. The Value for Tech Partners
Happy employees = stronger customer relationships and better business outcomes.
- Lower turnover and recruitment costs.
- More motivated teams delivering higher quality service.
- A competitive edge in a talent-driven industry.
Explainer: Safe, anonymous way to share feedback.
Pulse Checks:
1. Why They Matter
Pulse checks are quick snapshots of employee sentiment. Unlike deep-dive ESAT surveys, they focus on capturing the “mood in the moment.”
- Keep leaders aware of shifts in team morale.
- Spot early warning signs.
- Build a culture of listening by showing employees their voice matters regularly.
2. How They Work
Pulse checks are intentionally simple and brief.
- Usually 2–3 questions only.
- Done monthly to capture trends over time.
- Anonymous and quick, takes less than a minute to complete.
- Focused purely on employee sentiment (not full organisational health).
3. When to Run Them
The value comes from rhythm and repetition.
- Monthly cadence keeps feedback fresh and actionable.
- Timing matters less than consistency, the goal is a steady feedback loop.
4. The Value for Tech Partners
Pulse checks provide leaders with an early pulse on their teams, enabling faster course correction.
- Identify dips in morale before they impact performance.
- Reinforce a culture of transparency and trust.
- Helps managers respond quickly, boosting engagement and retention.
Explainer: Capture trends over time
Offboarding
Resignation & Preparation
Access & Property
Final Steps
Purpose: Offboarding ensures a smooth, respectful transition when an employee departs. It protects the business by securely managing access and property, while also capturing insights through exit interviews. The aim is to close the employee journey in a way that safeguards information, maintains professionalism, and respects the individual.
The goal: Provide clarity and consistency in every offboarding, ensuring operational security and a positive final experience for the departing employee.