Moments That Matter

There are key moments in the employee lifecycle that shape how employees perceive their employer. In these moments that matter, positive experiences are crucial for employee retention and engagement. These include onboarding, department changes, promotions, and offboarding when leaving the company. With our lifecycle surveys, you can automatically collect feedback at these key moments to bring your HR services to an excellent level.

Employee Lifecycle

Capture and improve moments that matter

Lifecycle surveys are continuous surveys. Data collection, reporting, and follow-up are carried out in parallel and are largely automated.

Definition

Survey

Reporting

Follow-up

1. Selection of key moments

First, the most important moments in the employee lifecycle for your organization are defined. In this journey mapping, different employee personas with their own moments can be distinguished if necessary. Next, the questionnaires for each lifecycle survey are created. These focus on the experience of key moments and satisfaction with individual aspects. It is also possible to integrate an Employee Net Promoter Score (eNPS). The third step is to connect the personnel database to our systems. This enables automated invitations to be sent according to specific triggers (e.g., hire date).

Zusammenarbeit von Mitarbeitern an einem Schreibtisch

2. Feedback on all channels

Invitations are sent fully automatically at the frequency you specify. White-collar and blue-collar employees can be reached on all necessary channels: by email, company app, QR code poster, or letter. With the mySurvey module, we program the surveys according to your needs—flexible in terms of question types, filtering, languages, and responsive design. You can view the participation rates continuously in our dashboards.

mySurvey

3. Insight into current results

The myResults module offers you a dashboard in the myReports tab with an overview of all results – in real time! Your HR experts have the opportunity to analyze various KPIs and delve into the detailed evaluations. With a granular rights/roles concept, it is possible to define access areas based on an organizational structure. Filter variables and time series are also available for in-depth insights. Open comments can be automatically coded using artificial intelligence – in compliance with GDPR, of course.

myResults

4. Closed-loop ticket system

Another module of the (r)evolution survey platform offers you the option of a closed-loop follow-up. Each interview generates a ticket, which is assigned to a follow-up owner. The follow-up owner talks to the employee to find out the reasons for the (poor) rating. This type of personal feedback is the start of a dialogue about the causes of critical ratings. With aggregated statistics across many tickets, HR managers have the opportunity to derive truly effective measures.

myFollow-up

MODEL

The Employee Lifecycle Model

The employee lifecycle describes the career path of employees within a company—from hiring, through professional and personal development, to departure. Traditionally, five phases are distinguished:

Recruiting:
All steps involved in hiring new employees

Onboarding:
Familiarization with tasks, role, team, manager, tools, and corporate culture

Development:
Further training, change of role, promotion

Retention:
Individual career advancement, sabbaticals and parental leave, anniversaries

Exit:
Termination or retirement, the offboarding process

Newer models include two additional phases to describe a cycle: the first phase is attraction, in which the positive employer brand attracts future applicants. And the final phase is alumni, in which former employees strengthen the positive employer brand and thus generate attraction.

Moments that Matter can be defined in every phase of the employee lifecycle. In addition to onboarding, these include a department change, a promotion, and, in the exit phase, termination and the offboarding process. In addition, there may be other Moments that Matter specific to the company and role.

In these cases, it is worthwhile to collect feedback directly in order to continuously improve the employee experience. With the right tools from lifecycle surveys and a closed-loop follow-up system, permanent monitoring can ensure the best possible HR services.

The Employee Lifecycle Model

^(r)evolution Quality Standards

Scientific questionnaire design is standard practice for us. In addition to the applicability of a survey instrument in business practice (usefulness), the scientific quality criteria of objectivity, reliability, and validity are of central importance for the evaluation of a measurement model. Therefore, our measurement instruments are tested and empirically validated with regard to these quality criteria.

PUBLICATIONS