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A Guide to Employee Journey Mapping

Human resources professional gathers feedback for employee journey mapping

  • 08 Dec 2022

A business is only as strong as its employees—a sentiment that’s top of mind for human resources professionals and people managers amid mass resignations.

As the so-called “Great Resignation” has employees leaving jobs at chart-topping rates , you not only need to retain existing employees but compete with other organizations for top talent.

One way to proactively identify areas for improvement and create value for existing and prospective staff members is through employee journey mapping. Here’s a primer on what it is and how to leverage it to create value.

Access your free e-book today.

What Is Employee Journey Mapping?

Employee journey mapping is the process of visualizing the employee experience from hire to exit. Its goal is to determine areas for improvement and opportunities for value creation so you can retain and attract stellar employees and motivate them to do their best work.

Benefits of the employee journey mapping process include:

  • Visualizing each employee’s experience at your company
  • Illuminating holes or areas for improvement in your current employee experience
  • Enabling more accurate job descriptions
  • Informing budget allocation for initiatives that boost retention and engagement

Each of these helps increase employee satisfaction—thus increasing their motivation and quality of work —and your company’s competitive edge in the talent search.

To understand how to use the employee journey map to create value for employees, first explore the basics of value creation.

The Basics of Value Creation

In the online course Business Strategy , Harvard Business School Professor Felix Oberholzer-Gee explains how to create value using a tool called the value stick.

The Value Stick

The value stick has four components:

  • Willingness to pay (WTP) : The maximum amount a customer is willing to pay for a company's goods or services
  • Price : The actual price of the goods or services
  • Cost : The cost of the raw materials required to produce the goods or services, or employee compensation
  • Willingness to sell (WTS) : The lowest amount suppliers are willing to receive for raw materials, or the minimum employees are willing to earn for their work

There are two ways to gain a competitive edge and attract the best talent: Offer higher compensation (raise the employee’s cost) or make the job more attractive (lower the employee’s WTS).

Lowering an employee’s WTS means they’re willing to accept less compensation. To do this, you need to make the job more attractive and create value.

Value creation not only pays off in terms of employee retention; it can impact the customer experience, too.

“In many services businesses, there’s a strong link between WTS and WTP,” Oberholzer-Gee says in Business Strategy . “By lowering WTS—by making work more attractive—we increase employee engagement, and this then leads to better customer experiences.”

Here are five steps to leverage employee journey mapping to create value.

Related: A Beginner’s Guide to Value-Based Strategy

How to Leverage Employee Journey Mapping to Create Value: 5 Steps

1. define and select employee type.

The first step in the employee journey mapping process is defining employee types, or personas, and selecting which to map first.

If your organization has many roles, you should map a journey for each persona; for example, an “entry-level data analyst” or a “new-hire mid-level marketing manager.”

Some parts of the process will be the same for all employees; others will vary based on job function and level.

2. Map the Employee Journey

The next task is documenting the selected persona’s journey throughout their time at your organization. This can be done in a list format or by drawing a timeline and mapping the journey visually.

This step requires thorough brainstorming to account for as many aspects of the persona’s experience as possible.

It can be helpful to think of the persona’s experience in stages. Use the following example, and tweak it to fit your organization:

  • Hiring stage: From job posting to signed offer letter
  • Onboarding stage: From day one to ramped up and fully acclimated
  • Development stage: Developing skills while performing daily responsibilities
  • Progression stage: Opportunities to advance their career within the company
  • Offboarding stage: From resignation letter to exit interview

Some organizations operate on a strict schedule for role progression. If this applies to yours, use time as map markers instead of process stages. For instance:

  • Before the first day
  • One year in
  • Two years in
  • Eventual offboarding

After defining map markers, list each persona’s planned experience for each stage. This may seem daunting, given the number of factors that influence the employee experience. To make it easier, start by listing processes already in place.

For instance, under the “onboarding stage,” you could list:

  • Receive a laptop and a company ID card
  • Gain access to email, the project management system, and necessary accounts
  • Go on an office tour
  • Attend mandatory training

Next, list any added social or culture-building aspects of the experience, such as:

  • Receive a company-branded T-shirt and a water bottle on the first day
  • Get treated to lunch by the manager and team during the first week
  • Attend meet-and-greets with senior leadership and members of each team

More in-depth journey maps include a list of resources needed to make each line item possible—for instance, the platform to conduct onboarding training or a budget for lunches with new hires.

While not every interaction can be documented, each step of the employee journey is important to their overall experience at your company and, ultimately, whether you retain them.

During this process, you may realize there are holes in the journey maps for some roles; for instance, if you don’t currently have practices in place for the development or progression stages. Note these so you can use them in step four when identifying value-creation opportunities.

3. Factor in Employee Feedback

Gathering employee feedback is a general best practice, but it can also play a useful role in assessing current employee journey maps.

There are many options for gathering feedback, including anonymous surveys, private interviews, and physical or virtual suggestion boxes. Other valuable sources of insight include exit interviews with people who leave your company and online reviews from current or former employees on sites like Indeed and Glassdoor .

Map employee feedback to the specific stage or time frame it applies to and notice patterns that emerge. Which stages have the most positive or negative feedback? Are there any general sentiments that could be addressed in a specific stage?

For example, perhaps you observe that employees commonly note in their exit interviews that their job description didn’t match up with their day-to-day tasks. In such cases, you can map that feedback to the hiring stage and use it to create job listings that more accurately reflect roles’ responsibilities.

4. Identify Value Creation Opportunities

Once you’ve mapped the persona’s journey and tracked feedback to each stage, identify areas for value creation. Remember that the two ways to create value for employees are increasing compensation (raising their cost) or making the job more attractive (decreasing their WTS).

Opportunities for value creation can include:

  • Holes in the employee journey: Are you providing enough support during the onboarding process? Are professional development opportunities available? Is there a pathway for career advancement within your company for each role?
  • Feedback about specific benefits: Benefits can include typical perks (such as vacation time and wellness budgets) or intangibles (like an increased sense of control or flexibility of work location or schedule).

5. Revise the Journey Map

Once you’ve identified opportunities to create value, prioritize and apply them. This can be a long process requiring budget allocation and organization-wide shifts.

Once changes have been implemented, revise the journey maps to include new elements. After you’ve gone through the process once, you can periodically reassess and update the journey maps to adapt to employees’ changing needs and values.

Business Strategy | Simplify Strategy to Make the Greatest Business Impact | Learn More

Creating Value for Employees

Creating a competitive employee experience is vital to any business strategy . Without strong, satisfied employees, no organization can reach its goals.

Armed with knowledge of the value stick and the employee journey mapping framework, you can create meaningful value for your employees and attract new ones.

If you’re interested in diving deeper into value creation, consider taking Oberholzer-Gee’s course, Business Strategy . It’ll equip you with a broader picture of how to factor the employee experience into your overall business strategy to create value for your customers, firm, employees, and suppliers to achieve success.

Want to learn more about how to create value for employees? Explore Business Strategy , one of our online strategy courses , to gain the skills to create organizational value. Not sure which course is the right fit? Download our free flowchart .

staff journey mapping

About the Author

Employee journey mapping: everything you need to know

employee journey map template

The experience that your employees have in your organization has a direct impact on your business. The better the experience that you offer at each touchpoint in the employee journey, the more likely they are to become happy, engaged and productive members of your team. And given the recent shift in employee expectations and the increasing demand for improved working environments, the employee experience has never been so important. In fact, according to a 2021 report by Isolved, 92% of HR leaders said that employee experience is now a top priority for them .

The first step in improving your employee experience is understanding the entire employee lifecycle. And this is where employee journey mapping becomes a vital resource to have in your HR toolbelt. An employee journey map can help you better understand the experience your workforce has at each stage of their time at your company. That way, you can identify what you need to improve in order to offer the best possible experience. This, in turn, will help you attract and retain loyal, engaged and productive talent in your business.

staff journey mapping

Table of Contents

What is the employee journey?  

The employee journey, also known as the employee lifecycle , covers every touchpoint that an employee has with your company . The journey begins when a candidate applies for a position with your company and ends when an employee leaves their job. The primary stages of the journey relate to attraction, recruitment, onboarding, retention, development and separation.  

Notable experiences within the earlier stages of the employee journey include an employee’s first job interview, their first day at work, and their first performance review. When an employee has a good experience at each of these initial touchpoints, it sets them up to have a positive overall experience at your company. And this is the first step in making a good impression so that a new employee is motivated to become an engaged and productive member of your workforce. 

What is employee journey mapping?  

Employee journey mapping is the process of creating a defined timeline that covers each stage of the employee lifecycle. The aim is to identify the ‘ moments that matter ’ for employees so that you can improve each touchpoint and offer the best possible employee experience. That way, you can build an engaged, loyal and productive workforce.

The most important aspect to consider when you map your employee journey is the perspectives of employees at each stage of their lifecycle. 

How many applicants accept your invites to interviews? What percentage of candidates accept your job offers? How do new employees feel about your onboarding processes? Do employees feel they are being offered enough training and development opportunities? Do they get valuable feedback from their performance reviews? What are your retention levels like?

In terms of separation, at which stage of the employee journey do leavers tend to become disengaged? Why do employees leave your company? What would they improve about your employee experience? Are they happy with your organization’s management style?

You can find answers to these questions by collecting feedback at each touchpoint of the journey . For example, during onboarding and performance reviews, by sharing employee satisfaction and engagement surveys, and by conducting exit interviews. You can also find valuable feedback from sites like Glassdoor where ex-employees are more likely to be honest about their experience with you and what they would change.

What are the benefits of employee journey mapping? 

There are a number of reasons why it’s important to map the employee journey:

  • The biggest benefit is that it provides you with a visual representation of the employee lifecycle that helps you understand how your staff experience every interaction they have with your organization. This provides you with the insights you need in order to improve each touchpoint in your model so that you can offer the best possible experience to employees. And this is vital because the better the experience that employees have with you, the more likely they are to remain at your company and become productive and engaged members of staff .
  • By gathering the right employee feedback at every stage of their lifecycle you can identify at which points employees feel engaged and disengaged . In other words, you can determine what you’re doing well, and what you need to improve in terms of your internal processes. You can also collect valuable information to help you define the experience that you can offer, helping you create job descriptions that give candidates a clear understanding of what their role involves . 
  • The feedback you collect from employee satisfaction surveys and performance reviews can help you design learning and development strategies that encourage your employees to build on their skills and realize their full potential.
  • Above all, by implementing measures to improve your overall experience, you can improve your reputation as an employer and attract the talent you need to build a loyal and driven workforce . 

What steps are included in the employee journey?

There are numerous stages in the employee journey. Generally speaking, though, they can be broken down into 6 specific phases. These are attraction, recruitment, onboarding, retention, development, and separation.

It’s important to understand what employees expect at each of these stages. That way, you can balance their expectations with those of your organization.

We are now going to look at each of these 6 phases. For each stage of the journey, think about the experience that your employees have, what they might be feeling, and whether there are any potential barriers that you need to address. 

This is the first stage of your employee journey, and it is where potential applicants are first exposed to your employer brand . This is a vital stage because if a candidate’s first impression of your organization is negative then they are unlikely to accept a job offer from you.

Think about the following:

Where do you advertise your job openings? How can candidates apply for positions? Do you communicate directly with all applicants? Do you promote the value you have to offer as an employer?

Overall, though, the best way to improve this initial stage of the employee journey is to focus on building your brand and reputation. Think about what you have to offer potential applicants and whether your EVP is strong enough to attract candidates with a genuine interest in working at your company.

Recruitment

The next stage of the employee journey is recruitment. This is when an employee passes from applicant to employee, and the experience they have at this stage has a big impact on the opinion they form of you as an employer .

The best way to improve this touchpoint is to use the right tools to streamline your recruitment processes so that you can focus more on building positive experiences. It’s also important to create clear and informative job descriptions so that applicants understand their roles and your expectations. 

Here are a few tips to consider:

  • Be specific about the skills and abilities you are looking for so that nobody wastes their time.
  • Involve your existing employees. Encourage them to refer potential candidates and to share opinions on the skills new team members should possess. Ask managers to sit in on interviews.
  • Offer attractive benefits and compensation to keep you competitive as an employer and help you attract top talent.  

Once you have hired a new employee, the next stage in their employee journey is onboarding and orientation. This is where you give employees more information about their roles and responsibilities. This is also where you share all the tools and resources they will need to perform their duties. Plus, you should be giving new hires the opportunity to ask important questions at this stage. All this will help employees understand how to blend into your company culture.

During this stage, make sure you share enough information so that new hires understand your goals, attitudes, and values as a company . You want them to understand the role they will play in helping to build your organization. Check out this onboarding checklist for more information about this stage of the employee lifecycle.

Here are some tips to help you make this stage a positive experience:

  • Make employees feel welcome and provide them with as much information as possible.
  • Be as clear as possible about your expectations .
  • Provide as much training as possible.
  • Conduct regular check-ins  to see how new employees are settling in and if they are integrating well with the team.

Once you’ve got your new hires settled in and ramped up, you need to make sure they are happy enough to stay at your organization. This is a vital stage of the employee journey because if your employees are not satisfied and decide to leave, then the time and money you invested in sourcing, hiring and onboarding them will be wasted.

Essentially, this is all about doing what you can to provide a working environment where your employees are happy and motivated.

There are a few strategies you should implement to improve your chances of nurturing happy employees:

  • Focus on building relationships with your employees.
  • Foster a culture of respect and transparency .
  • Promote open lines of communication amongst all team members. 
  • Seek out employee feedback and measure team morale frequently.
  • Understand what motivates each of your employees.
  • Implement a rewards and recognition program to keep your employees motivated.
  • Build a nurturing and supportive culture that promotes employee satisfaction and engagement.

Development

Another vital touchpoint in the employee journey that will help you retain employees is offering opportunities for them to develop their skills . It’s important to make your employees feel valued and challenged and that they have a clear career path in your organization. That way, they won’t be tempted to seek opportunities for professional development elsewhere.

Here are a few tips to help you improve this stage of the journey:

  • Meet with employees regularly to discuss their goals .
  • Regularly assess the knowledge and skills of all your employees.
  • Provide regular training opportunities .
  • Encourage external learning and reward employees who learn in their own time.
  • Get your managers to work with employees directly to help them prioritize the areas that require further development. 
  • Encourage your team members to be responsible for their own development .

The final stage of the employee life cycle is separation, also known as offboarding. This is what happens when an employee leaves your company. This might be due to retirement, new employment, or personal reasons. It also includes employees who you lay off . 

Whatever the reason for leaving, it’s important to provide a positive experience at this final stage. Aside from anything else, when a team member leaves, it has an effect on your other employees. And this can impact your overall employee journey.

  • If an employee resigns, conduct an exit interview with them so that you can understand why they are leaving. Ask for open and honest feedback . Is there anything that you could have done to improve their experience with working with you?  
  • If you fire an employee, make sure you do it the right way . This includes following an established dismissal process, giving enough notice, and providing them with a clear and concise termination letter .

Best practices for creating an employee journey map

Now that we’ve discussed the various stages of the employee lifecycle, let’s finish by taking a look at a few best practices for creating an effective employee journey map. 

Above all, though, the best way to improve your employee journey is to engage with your employees at every touchpoint of their time with you so that you can better understand their needs and provide them with the best possible experience.

Segment your employees and create employee personas

Most companies will have a variety of different employee personas . These will depend on roles, departments, and level of seniority, among other factors. It’s important to keep this in mind when you begin the process of employee journey mapping, as the experience an executive has at your company is likely to be very different to the experience of an intern, for example. To the same effect, a finance administrator is likely to have a very different experience than an external sales rep. Make sure you take into account each and every individual experience at your company. 

Start by identifying your employee segments . Once you’ve done that, create a typical employee persona for each segment. Make sure you consider all the interactions each persona has with your organization. Are there any processes that might frustrate them currently? Are there any barriers preventing them from having a positive journey in your company? In terms of employee feedback, are there any specific departments where employees consistently report a lack of engagement or satisfaction?

Identify touchpoints that matter in the employee journey

When you create your map, make sure you identify all the moments that matter . In other words, the touchpoints that employees are most likely to remember when they leave your company. These usually include a candidate’s first interview with you, a new employee’s first day, and their onboarding experience. Memorable experiences also include performance reviews and any support they get for their professional development.

Did onboarding go smoothly? Did they receive regular communication from you? Are you providing enough information for employees to blend seamlessly into their new roles? 

The more memorable touchpoints you include in your map, and the more you focus on the employee experience at these touchpoints, the more complete your visual representation of their journey will be.

Create metrics for tracking your employee journey

Once you have created your employee journey map, you need to implement a strategy for measuring and monitoring each stage of the journey .

Make sure you define clear KPIs and objectives for each stage of your employee journey.  Obvious indicators include retention and turnover, but you should try to include goals that specifically target the employee experience. For example, you could set goals for improving your onboarding process, the channels you use for collecting employee feedback, or the training initiatives you offer employees. You could also implement regular pulse surveys to understand the experience your employees have at each stage of their journey. Any metrics related to onboarding, wellness and engagement are essential for understanding the employee experience.

Use the right tools to manage and collect employee feedback

The best way to ensure you offer the best employee experience is to use the right tools and software. The software you use should support you at each stage of the employee life cycle . Firstly, you need effective recruitment and onboarding software and an integrated employee portal. Secondly, you need tools to help you keep track of employee performance and support your L&D programs. Thirdly, you need tools for employee recognition, as this has a huge impact on building a positive, nurturing culture. Finally, you also need a platform to conduct employee surveys and appraisals so that you have access to honest and transparent feedback at each stage of the employee life cycle.

Factorial’s all-in-one solution supports you at each stage of the employee life cycle, including attracting, recruiting, engaging, retaining, and developing employees. Streamlining and automating all your HR processes with Factorial has a huge impact on improving the employee journey.

staff journey mapping

Focus on continuous improvement

Your employee journey map should be an ongoing process . That means you need to monitor your employee experience regularly and update your map periodically. Send out regular employee surveys to keep your finger on the pulse of how your employees feel. When you identify problem areas, implement measures to improve them. 

Most importantly, make sure you are as objective as possible when you create your map. Don’t design the journey you want employees to have – create the journey they actually have. This means listening to what your employees have to say by collecting feedback at each stage of the employee lifecycle. After all, the best people to describe your employee journey are your employees themselves. They are your most important asset when it comes to designing a journey map that improves your employee experience.

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Employee journey mapping: How to get started (includes template)

Improve your employees' experience with our employee journey mapping guide. Includes a free template and tips for mapping touchpoints and gathering feedback.

staff journey mapping

Joris Luijke , Co-Founder & Co-CEO

An Employee Journey Map helps define and prioritize the work that needs to be done to ensure that the employee experience is top-notch. It encompasses all of the experiences of an employee, including the moments that matter , from before their first day on the job until after their last day.

This blog explains the stages of the employee journey, what exactly an employee journey map is and why it’s important, and of course, how to create your own employee journey map. I’ve created this guide with learnings from my own experience, and I’ve included tips from John Foster, who led the People Function at brands like IDEO, Hulu, and Truecar and used Employee Journey Mapping as a key component of the employee experience. 

We have just launched our Employee Journey Designer that will allow you collaborate with your team to make your own Employee Journey Map!

After reading this guide, and with Journey Designer, you’ll be set up for success when it comes to creating your own employee journey map.

Let's get started!

Employee Journey Designer CTA

What is the employee journey?

The employee journey is made up of all of the moments that matter across the employee experience. 

One way to think about it is in contrast to the employee lifecycle, which is often presented in a linear way like this: 

  • Development

While this tidy employee lifecycle can be a helpful tool for envisioning the employee experience, what it misses is the moments that matter. It’s built to account for and track the traditional pillars of HR. 

The employee journey, in contrast, is built to capture the moments that matter and to embrace that the employee journey is not linear. In the journey, the focus is on the individual and mapping experiences that they may encounter at any time, regardless of if they’re a new or tenured employee. 

Employees face a stream of challenges at work as they navigate their onboarding, daily work, and eventual departure. Employee Journey Mapping helps improve their overall experience.   

What is an employee journey map?

An Employee Journey Map lists many predictable experiences of an employee, from before their first day on the job until after their last day.

The Journey Map helps companies define and prioritize the work that needs to be done to ensure that the employee experience is top-notch.

Visually, an Employee Journey Map is made up of the following: 

  • Category - a moment or collection of moments that make up the employee experience (e.g., onboarding)
  • Moments - detailed parts of a Category that employees would recognize as a unique experience (e.g., offer accepted, pre-onboarding, the first week), usually time-bound
  • Touchpoints - any direct or indirect transaction with the employee (e.g., sending a welcome letter or instructions for a new hire onboarding buddy )

staff journey mapping

Categories across the employee journey

Unlike the linearity of the employee lifecycle above, the categories of the employee journey are best thought of in a non-linear fashion - they could occur at any time and often in parallel. 

A few categories that would be beneficial to include in your employee journey that are often not present in the employee lifecycle include:

  • Manager development
  • Life events ( work anniversaries , parental leave)
  • Holidays and observances  

An important note is that you can’t predict all of the stages of the employee journey because you can’t predict all moments in someone’s journey. This doesn’t mean you shouldn’t try for as much coverage as you can, or that employee journey mapping is unimportant. In fact, it’s critical. 

Why is employee journey mapping important?

Employee Journey Mapping allows you to proactively shape the employee experience and give people the support and guidance they need at the right time. The more proactive you can be, the better your performance will be as a company because people are not struggling to find basic information or understand expectations, they’re able to focus on performing their duties. 

In addition to the impact on the employee, Employee Journey Mapping helps your HR team as well. Your Human Resources or “People People” genuinely want to be there for people at the right times, but we can’t be everywhere at once. Employee Journey Mapping allows us to understand what moments could possibly happen and gives us a tool to track what's happening across the organization and then we can proactively deliver the right information.

John Foster, who led the People Function at brands like IDEO, Hulu, and Truecar and used Employee Journey Mapping as a key component of the employee experience. At IDEO, a design company with human-centered design at its core, John learned the fundamentals behind experience design.  

John Foster on Employee Journey Mapping

He explains that Journey Mapping is an essential first step, “When I start in a company - I introduce my team to the Journey Map in our first meeting.” He defines the People function around the idea that there is an employee journey and that designing and managing employee experiences is what the People function does.  

“Employee Experience goes beyond the regular services HR that generally provides. With the journey map, we outline all the touch-points when an employee interacts with the company - and how they perceive those interactions. Once the journey map is complete, it's amazing! You can take a rookie new HR hire and say, this is how things work around here. Follow the map! It's like going into the Tube in London; you can get where you need to go because there's a tube map," John adds. 

How to create your employee journey map

Creating an Employee Journey Map from scratch may feel like a big project. And it would be, if you didn’t have tools or resources to lean on. 

This is why we created a powerful (and free) online tool to make creating your map simple, collaborative, and fun! It’s the tool I wish I’d had as an HR practitioner. 

Here are the six steps to create your Employee Journey Map:

  • Log in to Pyn’s Employee Journey Designer
  • Select Categories in the Employee Journey Map that you’re interested in designing first
  • Customize Moments by adding or removing Touchpoints
  • Review each Touchpoint. For each, add Priorities and Owners
  • Filter to parts of the journey that you need to work on first
  • Ensure you’ve invited your teammates to work on the Map together

1. Log in to Pyn’s Employee Journey Designer

Your email address is all you need to log in to Pyn’s Employee Journey Designer for free today . 

Our free Journey Mapping tool provides you with a fast track to a usable Journey Map. It provides you with hundreds of possible Moments and Touchpoints already visualized across the Journey Map categories. 

In the past, most teams initiated their journey mapping process with an (in-person or virtual) whiteboard session, using sticky notes to jot down all the Moments that Matter in the employee journey at their company. Imagine having to keep track of hundreds of Moments and associated Touchpoints in your head!

With Pyn’s Journey Designer, you can simply customize what’s provided on the template. You can also invite other team members to co-create your ideal employee experience using your Map.

2. Select Categories in the Employee Journey Map that you’re interested in designing first

In Pyn’s Employee Journey Designer you begin with a sample map that includes eleven Categories across the employee journey like ‘Onboarding,’ ‘Manager Development,’ and ‘Exit’.

When creating your Employee Journey Map, you likely won’t focus on eleven Categories all at once. Instead, we recommend selecting those Categories where you want to start designing your employee experience first.

For example, when cybersecurity company Exabeam started their Employee Journey Mapping exercise, they initially focused on the Candidate and Onboarding journey and decided on Moments that Matter collaboratively with Talent Acquisition, People Operations, IT and Legal.

3. Customize Moments by adding or removing Touchpoints

Once you've determined the Categories you want to prioritize, you can customize the Moments that Matter within each Category—those instances that employees would distinctly recognize as significant experiences. For instance, Onboarding moments that matter may include the ‘day the job offer is accepted’, and ‘pre-onboarding’,and the ‘initial day or week’, and ‘the 90-day review’.

For each of these Moments, you have the flexibility to add or remove Touchpoints - the direct or indirect interactions required with employees to guide them through that Moment. 

For instance, on a new starter's first day, instructions are directed to the new employee, to their manager, and potentially to their assigned new hire buddy. Each of these interactions is an important Touchpoint in shaping the overall experience.

4. Review each Touchpoint and add Priorities and Owners

In order to improve the employee experience, you need to know who will be improving what parts of the journey. So, once you've identified the Touchpoints for each Moment, it's important to assign owners and establish priorities. Touchpoints requiring immediate enhancements can be labeled as 'high priority.' You have the option to designate your colleague(s) as the "owner" of specific Touchpoints, inviting them to collaborate on your Employee Journey Map.

For Touchpoints demanding more ongoing work, consider including additional details such as a comprehensive description and associated "Actions" pertaining to relevant activities linked to that Touchpoint, such as messages, checklists, tickets, etc.

For instance, a moment like 'pre-onboarding' may involve Touchpoints with both the Hiring Manager and IT. Actions tied to IT instructions might involve the creation of a JIRA ticket, while actions related to Hiring Manager instructions could include sending a Slack message with information on how to develop a new Hire 90 Day Plan.

5.  Filter to parts of the Journey that you need to work on first

Filtering allows your HR team to tailor your view based on specific properties, such as Team, Owner, Priority, and more. It’s also useful for refining what you’re sharing to different stakeholders.

For instance, if your focus is on elevating high-priority moments within the Onboarding experience, you can apply filters as follows:

  • Category: Onboarding
  • Priority: High
  • Current State: Needs Improvement and/or We don’t have this yet

Or, for an overview of all Touchpoints owned by your Learning & Development team marked as high priority, you can utilize the following filters:

  • Team: L&D

6. Ensure you’ve invited your teammates to work on the Map together

If you haven’t already, make sure to invite your team and other stakeholders to work on the Journey Map collaboratively. 

Collaborating with others on your employee journey map is important because it: 

Takes into account diverse perspectives: “The more diverse the group of stakeholders that we involve in the process of developing our map, the more diverse the group of employees the map will work for,” says DEI Consultant Natania Malin Gazek. Different team members may have unique insights into various stages of the employee journey, contributing to a more comprehensive and accurate map.

Builds cross-functional alignment: To be an effective tool, your Journey Map should be relevant across different departments and functions. Collaboration ensures alignment between teams, leading to a more unified understanding of the employee experience.

Boosts buy-in and engagement: When employees contribute to the mapping process, they are more likely to be invested in the outcomes and committed to the work needed to get there. 

Encourages knowledge sharing: Members of an HR team can sometimes work in silos. Collaboration helps to break down those barriers and encourage the sharing of knowledge and expertise. Team members can provide valuable information about specific touchpoints or stages of the employee journey that others may be less familiar with.

Improves accuracy and quality: Errors or oversights are more likely to be identified and corrected when there is a collective effort to review and validate the map. 

Start building your Employee Journey Map today

Get a head start on your Employee Journey Map and log in to Pyn's Employee Journey Designer today. You'll go through the same steps outlined in this article within the product, and be well on your way to building a better employee experience.

Joris dreamt of having Pyn as Head of People at Atlassian and Squarespace. Now dreams of getting a sleep-in on Sunday.

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May 8, 2024

By OrgChart Team

Employee Journey Mapping

An organization’s greatest asset is its employees. Understanding employees’ experiences and identifying opportunities for improvement is critical. Employee journey mapping is one way to better grasp staff needs, expectations, and pain points. It is a simple way to improve organizational operations and enhance the employee experience from recruitment to offboarding.  

What is the Employee Journey?

The employee journey encompasses an employee’s experiences with an organization from the first time they express an interest in the company until their eventual resignation and offboarding. It is like a roadmap with interconnected experiences and leadership touchpoints that shape their career trajectory and impact organizational culture. Understanding your employees’ experiences at every step of their journey is crucial. The impact of the employee journey directly influences employee satisfaction, motivation for quality work, and retention, which all influence organizational success. 

What is Employee Journey Mapping?

Employee journey mapping is a powerful tool for organizations to visualize and analyze their employees’ experiences. A journey map is a visual representation of all stages of employment. This strategic tool systematically charts an employee’s journey from recruitment to offboarding, helping organizations better understand the employee experience to make more efficient and informed decisions. 

Employee journey mapping allows HR professionals and organizational leaders to identify the pain points their team faces at each stage and develop strategies for improvement. 

The employee journey mapping process involves a few key steps. First, organizations must define the employee personas to map. Next, they map the journey, delineating critical touchpoints at each step. Then, they gather feedback at each step to analyze the experiences and adjust the journey map. Read on as we explore each of these in more detail.  

The Benefits of Employee Journey Mapping Explained

There are many benefits of employee journey mapping, including:

  • Visualization allows a deeper understanding of the employee experience, helping to identify areas of necessary improvement and opportunities for value creation
  • Identification of key pain points and an ability to make more informed decisions 
  • Alignment of the employee journey with organizational goals
  • Proactive succession planning
  • Enhancement of employee satisfaction, motivation, and quality of work, which contributes to the organization’s competitive edge in talent acquisition and retention
  • Alignment of budget allocation with staff initiatives

What are the stages of the employee journey?

Now that we know the benefits of mapping employee journeys, let’s explore each stage of this journey. Understanding these stages is vital for organizations to optimize the employee experience and make strategic organizational decisions. Each stage presents unique opportunities to positively influence employee satisfaction and motivation, encouraging continued retention.

The hiring stage marks the onset of the employee journey. This stage encompasses all the steps that result in a new hire, such as attraction, recruitment, and the selection process. 

The hiring stage is critical for setting the stage for an employee’s journey with your organization. As such, it is essential to attract and hire candidates who are well-aligned with the organization’s culture and values. From the verbiage in your job postings, website, and social media to your reputation in the community, there are endless opportunities to show transparency in your values and organizational goals. 

According to Gallup analytics, only 12% of employees feel their company has a robust onboarding process. Employees with positive onboarding experiences are 2.6x more likely to be satisfied with their job. During this vital period of integrating a new employee into your company, a well-structured onboarding program sets the tone for their future experience, laying the foundation for success.

  • Development

Once an employee is established with the organization and has gotten into a comfortable workflow, the development stage of their journey begins. During this time, staff should feel supported as they learn new skills and build upon their strengths. According to the Pew Research Center, 63% of people who quit their jobs reported a lack of advancement opportunities as a significant reason for leaving. Supporting career development along your employees’ career journey is paramount.

  • Progression

As employees develop new skills and take on more responsibilities, career progression is vital for continued job satisfaction and retention. During this stage, provide opportunities for growth with a structured career progression plan. Providing clear pathways for progression encourages employee engagement while also driving organizational success.   

  • Offboarding

It is often bittersweet when an employee reaches the offboarding stage in their journey. While you’re likely happy for them to pursue new interests and opportunities, it may feel like a significant loss to the organization, especially if they were a high-performing employee. Nonetheless, it is important to maintain professionalism and create a positive departure experience. Take these opportunities to reflect upon each stage of their journey through an exit interview. Effective, efficient, and positive offboarding workflows help the organization maintain a positive brand image and support the company’s overall morale among the remaining staff.

Employee Photos View with Open vs. Active Headcount

Key Employee Journey Mapping Touchpoints

Touchpoints are the vital interactions and moments of engagement throughout an employee’s journey. They influence staff satisfaction, engagement, and retention. Identifying and optimizing these touchpoints allows HR professionals and organizational leaders to enhance the employee experiences, fostering a positive workplace culture. 

Types of Touchpoints

Pre-application: These touchpoints occur before a formal application and encompass interactions with the company’s brand, such as a potential candidate perusing job postings on career sites, social media, and the employer’s website. 

Application: Application touchpoints are the interactions after a formal application has been submitted, including interviews and assessments. 

Onboarding: The onboarding phase involves many touchpoints, including orientation sessions, job shadowing, training, and paperwork. 

Ongoing: Once an employee has completed onboarding, many touchpoints occur along their journey, contributing to their ongoing engagement and development. These include regular supervisor check-ins, performance evaluations, training and development opportunities, feedback sessions, and positive recognition. 

How to Create Employee Journey Maps in 6 Steps

Crafting a practical employee journey map requires strategic planning. Consider the following steps to develop a comprehensive employee journey map that will add value to your organization and impact employee satisfaction and organizational success. 

Step 1: Analyze your goals

Before outlining your employee journey map, you must clearly define your objectives and goals. Evaluate what is currently working well for your organization and areas for improvement. Then, consider what you aim to achieve in developing your journey map. Perhaps you want to improve employee satisfaction, increase retention, streamline workflows, or align employee experiences with organizational values. Keeping your goals in mind as you embark on the next steps will ensure your journey map and employee initiatives align with the organization’s goals.

Step 2: Define employee personas

The experiences of a new, entry-level staff are likely to be vastly different from one in a leadership position . Identify the personas or employee types within your organization and develop journey maps that are tailored to those. Consider factors like job role, experience level, department, and any other relevant information. Leaning on your org chart can help you quickly identify who falls under each category so your journey map is tailored to the specific needs and experiences of staff in different workforce segments. 

Step 3: Map the journey

Once you have identified the employee personas, map out the entire journey for each persona. Outline the key stages and touchpoints from recruitment to offboarding.

Step 4: Gather feedback

Request feedback from employees at each stage of their journey to gain insights into their experiences and pain points. Employee feedback can be collected through surveys and discussions. Ensure there is a channel for anonymous feedback for employees who may feel less comfortable sharing their feedback openly. You can also gather input from public reviews, such as those on job boards.

Step 5: Identify opportunities for value creation

Analyze the feedback and identify any opportunities to enhance the employee experience along each step of the journey. Consider changes that can create value for your team. Look for areas where workflows can be more streamlined, barriers removed, or new initiatives developed that would impact staff experience. 

Step 6: Revise the journey map

With the insights gathered from the feedback and analysis, revise and refine your journey map to incorporate necessary changes or improvements. Employee experiences are continuously evolving. Therefore, it’s vital to continually update the journey map as changes arise. When new feedback is gathered, and processes are modified, update the map to reflect these changes and evaluate the improvements they lead to. 

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Measuring the employee journey: key methods.

Measuring an employee’s journey involves gathering feedback, analyzing data, and tracking key metrics. A combination of qualitative and quantitative data ensures a comprehensive understanding of an employee’s journey and informs the journey mapping process. 

Qualitative data, such as employee feedback, provides direct insights into their experiences and job satisfaction, which is incredibly valuable for informing needed changes. Quantitative data, such as turnover rates, engagement scores, and defined performance metrics, also play a critical role. Analyzing trends in data allows organizations to identify whether changes to the employee journey map effectively target key metrics and organizational goals.

Leveraging Journey Mapping for Value Creation

Employee journey mapping helps organizations create value for their employees by identifying and addressing key areas for improvement. By systematically mapping out the employee experience, organizations can pinpoint common pain points and develop strategies to address them, increasing satisfaction and retention. Mapping the employee journey allows HR leaders to gain a deeper understanding of the factors influencing employee experiences at each stage in their journey. 

Leveraging employee journey mapping is imperative for continuous improvement and enhancement of the employee experience. Staff satisfaction is necessary for smooth operations and long-term success, as staff are your greatest asset.

Examples and Conclusion

Employee journey mapping is beneficial in guiding organizations to elevate the employee experience, resulting in meaningful changes. A 2016 study found journey mapping to highlight areas of needed improvement within the MSU Library, specifically during the onboarding stage.  

Prioritizing the employee experience is essential in today’s competitive landscape. Employee journey mapping supports organizations in gaining key insights into the employee experience, identifying areas for improvement, and driving positive change. 

To learn about other HR-related hot topics, explore more of our latest blogs, guides, and more here. 

To learn more about other HR-related hot topics, explore more of our latest blogs, guides, and more here.

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How to create an employee journey map.

Praburam Srinivasan

Growth Marketing Manager

May 9, 2024

Every employee’s North Star is giving their best at work. However, only 41% of employees today feel they are performing optimally.

Closing this performance-skills gap and unlocking employee growth is the organization’s responsibility. An effective way to do this is by mapping the team’s journey using an employee journey map. When done right, it boosts employee retention, increases employee engagement, and improves overall experience.

In this guide, we’ll explore employee journey mapping , including its definition, how it benefits your organization, and how to create one in six simple steps.

What is Employee Journey Mapping?

How employee experience mapping helps employees, how employee experience mapping assists managers, stage 1: recruitment, stage 2: onboarding, stage 3: development, stage 4: retention, stage 5: exit, step 1: define your employee persona , step 2: identify touchpoints, step 3: understand employee needs, step 4: map out the current employee experience, step 5: identify gaps with real-time employee feedback, step 6: implement changes and measure success, gather and analyze employee feedback, use agile software to improve employee journey mapping, analyze each stage from multiple viewpoints, evaluate your end goals and be mindful of the people you involve, don’t go for a one-size-fits-all approach, don’t forget to keep revising your employee journey map over time, builds an employee-centric workplace culture, improves customer satisfaction rates, increases motivation in the workforce, build a positive employee journey from day zero with clickup, frequently asked questions (faq).

Avatar of person using AI

Employee journey includes everything a person does, feels, and internalizes from when they see your job description on a job portal to when they exit your organization.

This framework—an HR favorite—enables managers to assess all facets of an employee’s experiences during their tenure with the organization.

Employee journey mapping allows you to visualize each employee’s experience at your company, from recruitment to when they leave. The goal is to :

  • Identify areas of improvement within the current employee experience
  • Create opportunities for adding value to the employee’s work and build a positive employee experience
  • Gather real-time feedback from employees on what’s working for them and what isn’t
  • Assess employee satisfaction level and take corrective action to improve it
  • Pen more accurate and relevant job descriptions
  • Inform your budget and allocate it to areas that increase employee engagement

Benefits of Employee Experience Journey Mapping for Employees and Managers

Motivated, engaged employees drive success for your organization. However, you can’t succeed at creating value for employees if you don’t know how you’re doing currently or what they find essential. Enter employee journey maps. 

Using employee experience journey mapping poses multiple benefits for both employees and managers. 

Insights derived from an employee journey map help organizations find ways to boost employee satisfaction.

As the company takes action to address the gaps in the employee experience, the employees will start feeling happier at their jobs.

They’ll be more motivated to deliver high-quality work. 

An employee journey map is a gateway into how your employees are performing and what’s standing in their way to success. Think of it as a sum of your employee experiences expressed in a highly visual and easy-to-understand manner.

A visual map, like an employee journey map, allows stakeholders and leadership to understand the employee’s experience with the organization much better. It lets them know what is working in their present employee experience and what isn’t. 

Managers leverage employee journey mapping to improve every employee’s experience within the company and gain a competitive talent edge. 

When employees voluntarily choose to stay on, managers can use their time to build a talent pipeline of high-performing talent instead of dealing with high employee turnover rates. It also helps them prioritize resources, budget, etc., and clarify employee roles.

Moreover, with insights from the employee journey map, leaders and managers can find ways to design jobs and benefits to attract high-quality talent and have a ready pool of interested candidates for their hiring needs.

5 Employee Journey Stages to Know

Each employee experiences a series of stages—from the moment they apply for a job until they leave. This journey runs through five stages of the employee lifecycle:

The recruitment stage includes all the steps that come with hiring an employee, including important considerations such as:

  • How long does it take, and how much does it cost to hire a prospective candidate
  • The job offer acceptance rate
  • The quality of new hires
  • The attractiveness of company job postings
  • Candidate engagement levels during the interview process. 

Recruiting teams often use HR templates to improve this stage of the hiring process.

Improve your understanding of the types of personnel your organization needs to achieve objectives with this template

For instance, ClickUp’s Staffing Plan template allows your HR team to create a comprehensive staffing plan that: 

  • Visualizes the availability of each team member
  • Facilitates task assignments based on availability
  • Provides a comprehensive overview of all team members and their skillsets

Hiring managers can use the plan as the backbone to hire employees according to skills, expertise, and available funds.

The onboarding stage refers to the first few weeks on the job when new hires familiarize themselves with the company’s processes and people. 

HR teams usually create employee handbooks to help new hires onboard faster and clarify their roles and responsibilities.  This can also be done with the help of onboarding software.  

A well-designed and implemented employee onboarding process helps employees become more productive in their roles and build long-term connections with the organization.

The development stage focuses on helping employees develop their skills and expertise at different rates. 

It entails reviewing employee performance to measure productivity and outcomes, assess soft skills like teamwork, and understand career aspirations. This helps managers offer opportunities for expanding their skill sets. It also creates opportunities for incremental advancements such as role transitions, promotions, etc. 

HR teams can use a variety of talent management software to drive initiatives. Some companies also help employees upskill or improve job performance through training programs using specialized training software . 

The retention stage entails maintaining an employee’s performance, fostering their development, and encouraging their continued contribution to the company’s success.

At this stage, the company must ensure employees feel connected to its mission and are motivated to give their best.

Organizations deploy strategies to retain talent , such as:

  • Inclusive parental leave policies
  • Options for extended leave and sabbaticals
  • Rewards and recognition programs
  • ESOPs and cash incentives for top performers
  • Opportunity for remote or hybrid work
  • Celebrating work anniversaries, birthdays, etc.

The exit stage refers to employees leaving the company (either due to retirement, life changes, etc., or opportunities in other organizations). Here, the HR team conducts exit interviews to understand what went wrong with the employee’s experience and to make improvements.

6 Steps to Create an Employee Journey Map

Listening to your employees at each stage of their journey within the organization forms the basis of a robust employee experience journey map. But where do you even start?

Let’s walk through the steps to create an employee journey map to help you understand your employees’ personalized needs.

Use this 6-step checklist to create a comprehensive map highlighting significant milestones, pivotal moments, and factors that matter to your employees.

The first step in employee experience journey mapping is segmenting your employees and creating an employee persona. Refrain from basing your employee persona on details such as demographics. Instead, segment employees based on job roles (such as individual contributor, team leader, etc.), groups (such as remote or on-site employees, new employees or experienced managers, etc.), functions (such as finance, marketing, etc.), and levels .

For example, an entry-level designer’s employee experience journey map will differ from that of a mid-level marketing manager.

Once you’ve defined your employee personas, prioritize which personas to map first.

Pro tip : When creating the employee persona, make sure to include your employee advocates and past employees who may have rejoined your company to get a more holistic understanding of what your employees want and where your organization missed the mark.

Next, you must document the interactions throughout the employee’s time within your organization—from recruitment to departure. Get input from cross-functional teams and departments for more well-rounded feedback.

To identify the right touchpoints, view your persona’s experience across five key stages and the activities and interventions you have in place for the respective stage:

  • Recruitment: Job listings, interview processes, contract discussions and finalization
  • Onboarding: Interactions from day one to the employee being fully integrated within the organization
  • Development: Performance evaluations, opportunities to build skills, training interventions, growth opportunities
  • Retention: Elements of the job that help engage and keep employees happy, e.g., benefits, leave policy, job satisfaction, recognition, etc.
  • Exit: Exit interviews when employees resign, the offboarding process 

Alternatively, if your organization has a set role progression system, use time as the marker for plotting your persona’s experience. Use this example and tweak as you see fit:

  • Day zero (before the first day)
  • One-year mark
  • Two-years mark
  • Offboarding

The third step requires you to map employee feedback and the impact of each interaction on every stage of the employee lifecycle.

To do this, include all possible factors impacting your employee experience. List processes under each stage to ensure you cover all key employee experiences. 

For instance, let’s assume your employee is in the recruitment stage. Critical processes to review and map the employee experience include:

  • Posting the job opening on relevant platforms like LinkedIn, Glassdoor, etc.
  • Reaching out to candidates with personalized emails or messages
  • Coordinating interviews with the hiring team
  • Conducting interviews with a customized questionnaire
  • Communicating with candidates about the status of their application
  • Hosting virtual or in-person networking events for potential candidates
  • Providing resources and how-to guides about the company culture and values
  • Offering insights into the team structure and potential career paths within the organization

You can map the employee journey in various formats, such as a list or a timeline. 

When brainstorming with employees to understand their professional goals at work , use a custom, ready-to-use template like ClickUp’s Career Path Template.

Visualize each team member's career path with ClickUp's Career Path Template

This template is ideal for:

  • Creating career pathways that integrate personal career aspirations and organizational objectives
  • Demonstrating opportunities for employee engagement, growth, and learning
  • Tracking each employee’s progress towards professional goals for powerful team management
  • Planning and setting S.M.A.R.T milestones for each team member

Pro tip: Use career map templates to identify career growth opportunities and support your employees with a milestone-driven roadmap.

Plotting the employee experience includes integrating all key moments that matter to your employees. This is where an empathy map template helps understand your employees’ thinking.

You must make the employee journey map as in-depth as possible, including critical resources employees need and all processes employees must complete at every stage.

Given there are so many moving parts to consider, you need a highly visual tool like ClickUp’s Mind Maps to visualize the employee journey map easily:

ClickUp Mind Maps

Collaborate with employees to map the journey and update the content with the tool’s drag-and-drop nodes. Build task-based or node-based mind maps depending on the type of employee journey you want to map out.

The best way to identify gaps and value-creation opportunities within your current employee experience is to get in-the-moment information about your employee’s goals.

You need to know your employees’ professional aspirations to ensure your employee experience is smooth and relevant.

Charting out employee goals is extremely easy with ClickUp Goals :

ClickUp 3.0 Golas simplified

Use this feature to set trackable goals along the employee journey. Whether you establish OKRs, weekly employee scorecards, etc., all your objectives can be defined with clear timelines and measurable targets. Plus, managers get to save time with an automated progress-tracking process in place.

Once you’ve outlined the goals, it’s time to set up a mechanism for gathering stage-based or time-based employee feedback. Meet employees where they are and get honest, fresh feedback on their employee journey.

Use the following questions to uncover a pattern within each stage:

  • Which stages have positive or negative feedback?
  • Are there common sentiments across stages? Can they be addressed promptly?
  • Are you asking for feedback instantly instead of waiting for the right time? 

For instance, if an employee complains of incorrect job descriptions compared to their daily responsibilities, you can change the job descriptions at the hiring stage.

Here’s a checklist of tools to use and collect employee feedback most effectively:

  • Anonymous surveys for onboarding
  • NPS surveys with open-text follow-up questions
  • One-on-one private interviews
  • Annual employee engagement surveys
  • Exit interviews
  • Online reviews from current or past employees on websites such as Indeed, Glassdoor, etc.
  • Virtual suggestion boxes

Based on the feedback gained, it’s time to put the feedback into action . Where and how do you even begin?

Once you understand the feedback and how it impacts the employee experience, you’ll need to prioritize which feedback to act on first. You’ll also need to consider the budget and resource requirements for these changes.

After executing the changes, revise your employee journeys and assess them periodically to ensure they align with your employee’s current demands. Measuring the success of your employee journeys is as important as creating them.

Use ClickUp Brain to fast-track your information-gathering process. It has three AI-driven tools to help you manage your employee-related information, automate tasks, get answers to employee-centric questions, and create personalized content for your team—with an AI assistant as a sidekick.

Here’s a walkthrough of the three AI tools at your disposal:

  • AI Knowledge Manager: Gets you instant, accurate, and contextual answers for any information related to your employees captured within ClickUp, such as what their current roles are, what projects they’re involved in, etc.
  • AI Project Manager: Allows you to automate tasks, progress updates, and status reports for your employees so you won’t have to waste time on manual work such as creating performance reports for your employees, analyzing data on task completion rates, and so on
  • AI Writer for Work: Doubles up as a writing assistant to help you perfect your documents, writing style, tone, and replies; the tool also lets you create tables, transcripts, and templates for your employees. Some common applications include checking for grammatical and spelling errors within project briefs, creating emails for internal communication, etc.

Email generation with ClickUp Brain

Take the help of AI and implement changes smarter and more efficiently. 

What to Include in an Employee Journey Map

An effective employee journey map has its share of must-haves and benchmarks to follow. Use these tips to improve the quality of your journey mapping:

Incorporate employee feedback using ClickUp’s Employee Feedback template to make your employee experience more inclusive and equitable while closing the employee expectations gap.

Learn what the employees think about the management, corporate culture, salaries, perks, and work environment with the ClickUp Employee Feedback Template

Leverage this template to understand what your employees think about the company, its corporate culture, management, etc. It also helps you gather meaningful employee feedback and track their sentiments over time.

The idea is to assess your employee’s current state of mind and evaluate their emotional state at every step of the way—a task for an all-in-one tool like the ClickUp HR management platform:  

Leverage this software to gather qualitative and quantitative feedback and create the best onboarding experience. The tool offers customizable views to align the team and build a central hub for important employee information.

Capturing employee feedback at the right time is key. And expecting the team to do this manually is a waste of valuable resources and time. This is where leveraging agile software like ClickUp to implement agile methodologies pays off. You’ll be able to:

  • Gather feedback from employees at various touchpoints in real time and get up-to-date insights into their experiences when they happen
  • Track changes and improvements made based on employee feedback and ensure your employee’s concerns are addressed quickly
  • Combine different feedbacks across teams, departments, and roles to promote a shared understanding of what’s working well and drive team collaboration
  • Iterate and adapt your employee journey mapping process and ensure it remains relevant and effective
  • Involve employees within the employee journey mapping process and enhance their engagement levels

Pro tip : Integrate your employee experience program within your HR software and create triggers to send feedback requests when an employee completes certain tasks, achieves specific milestones, and more.

Each phase of the employee journey is unique, necessitating a thorough examination of its various components.

For instance, viewing a stage solely from an employee’s perspective might overlook crucial factors related to prevailing business challenges. 

Consider this scenario: Say you’re analyzing the “development” stage of the employee journey. While focusing solely on the employee’s experience, you might identify a need for more training opportunities.

However, if you consider additional factors, such as recent changes in technology and industry standards, you might realize the lack of training resources is due to budget constraints and outdated training materials—a more insightful and broader perspective to work with for your team.

Including a mix of relevant roles in the assessment helps you clearly define your employee journey map. Examples include the HR team, L&D representative, cross-functional employee representatives, corporate communications team, and front-line managers.

Doing so will help you to understand:

  • What your ideal journey mapping looks like
  • How your employee journey will impact organizational tools and systems
  • The issues you are trying to solve
  • How to measure success and align it with organizational end goals

What to Avoid in an Employee Journey Map?

Let’s now look at what to avoid in an employee journey map.

No two employees are alike, and neither is their employee journey with the organization. Every employee brings unique experiences, skills, and aspirations to the table. If you don’t customize the employee journey to fit their individual needs and goals, you’ll not be able to drive higher engagement, satisfaction, and productivity.

Use tools like mind maps, sticky notes, or ClickUp Whiteboards to create a custom employee journey map that works:

ClickUp 3.0 Whiteboards Collaboration

ClickUp Whiteboards allows you to convert your team’s ideas into coordinated actions from a centralized place.

Having a template is great, but don’t be afraid to make it your own and build a personalized employee journey map for various employee personas.

Sure, every employee journey map looks different for different segments. However, it is an ever-evolving entity bound to change as your organization grows and your employee’s needs evolve. Constantly revisit your map and make changes that reflect the current reality.

Creating the employee journey map: a recap

  • Define your employee persona(s)
  • Identify all the touchpoints to measure
  • Understand employee needs at every stage
  • Map the current employee experience from various viewpoints
  • Use internal feedback to identify gaps in the experience
  • Personalize and improve the employee journey and reassess it at intervals
  • Keep the end goal in mind

Three-fold Impact of Good Employee Journey Mapping 

Employee journey mapping impacts the organization in three interconnected ways:

Considering you’re gathering employee feedback and taking informed actions, you’ll understand the moments that matter the most and how they affect the employee experience.

With strategic insights and data on key metrics such as attrition, engagement, and productivity, your work culture and thinking process become more employee-centric.

As your employees serve with a new-found sense of purpose , your customers will be happier with a higher quality of service. As customer satisfaction rates soar, more customers will likely become loyal to your brand and be long-term brand advocates .

Employee journey mapping reveals hidden aspects of your employee experience. These unseen experiences double up as an opportunity to meet—and exceed—employee needs. As the employee experience improves , your employees will be happier and more motivated.

Optimizing your employee experience starts with mapping each individual employee’s journey and listening to your employees at every stage. Using agile software like ClickUp helps understand your employee’s emotional, mental, and career goals. You’ll be able to connect with employees at critical moments and get their feedback on what sticks for them and what isn’t working.

The insights you extract from employee journey mapping will help you improve—and master—the employee experience. With timely action, your organization can cement a solid place in employees’ minds and gain their loyalty in the long run.

Make the most of this impactful visualization technique with ClickUp and build a meaningful employee journey map filled with all the moments that matter. Sign up now !

1. How do you draw an experience map?

To draw an employee experience map, follow these steps:

  • Step 1: Learn about your employee goals and needs. Use this information to build your employee persona
  • Step 2: Identify personas to prioritize as well as touchpoints within the employee experiences across five stages: recruitment, onboarding, development, retention, and exit
  • Step 3: Map the employee journeys for each persona
  • Step 4: Collect employee feedback
  • Step 5: Identify opportunities for improvement and create value
  • Step 6: Execute changes and measure the employee journey map for success

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Charting unique pathways: Our expert guide to employee experience journey mapping

staff journey mapping

As the working world is changing, with remote and hybrid setups becoming more common, organizations are looking to find ways to ensure their teams still have a consistent and positive employee experience. Frameworks such as the employee experience (EX) journey map can help to guide these new processes. It’s worth investing energy into this as companies that design a great EX report lower stress and burnout, and their people are 1.4 times more likely to find purpose in their roles.* 

Still, how does mapping the EX journey work? Employee journey maps help chart and visualize the end-to-end experience of working at your company from the perspectives of your team members. Their primary purpose is to highlight the employee's point of view and uncover inefficiencies and areas for improvement. They can also provide an overview of the internal processes and roles recruiters, hiring managers, human resources leaders, and team leads play in shaping the experience.

We created a downloadable template that HR and people ops leaders can use as a starting point for their own journey maps, providing a step-by-step process you can follow to make the best use of this free resource.

* McClean & Co , 2023 ‍

🧩 Discover what pieces are missing from your current EX strategy Use our free, editable template to record employee data, map the EX journey, and make your organization an even better place to work. 👉 Download the template

What is the employee experience journey?

A photo of three employees working together on a project.

The employee journey encompasses all the major milestones, events, interactions, and impressions an individual experiences throughout their tenure with an organization. Some people leaders refer to the EX journey as key touchpoints or “moments that matter.” Still, this perspective might be somewhat limiting as it overlooks the fact that a positive EX journey is also about building a strong, trusting relationship between employees and organizations. Essentially, every moment counts because it influences how team members feel about you, from pre- to post-employment. ‍

Why map out the employee experience journey?

Mapping out the employee journey means creating a visual blueprint you can use to identify current areas for improvement and customize for different roles. Doing so is a worthwhile investment of time and effort that can contribute to significant cultural and operational outcomes, such as:

  • Smoother, more thorough onboarding processes — Only 43% of employees say their onboarding included more than paperwork and a one-day orientation. Implementing an EX journey map to create a more in-depth onboarding experience can set your company apart and help your new hires feel more welcome from day one.
  • Relevant career development opportunities — An effective employee journey map takes your team members’ unique professional and personal career goals into account. This allows you to offer better training opportunities, which 76% of professionals say has an impact on their decision to stay with a company.
  • Improved productivity — An EX journey map can help you overcome productivity gaps with better technology, resources, processes, and communication. In doing so, you could become up to 1.8 times more productive than organizations that don’t prioritize the employee experience.  
  • Greater recruitment success — Using a journey map can help you get a better sense of what candidates are looking for throughout their tenure. That way, you can tailor your messaging to better resonate with job seekers’ highest priority goals.  ‍
“If you’re familiar with customer journey mapping, then you may know more about employee journey mapping (EJM) than you realize. Employee journey mapping uses the same concepts and best practices of customer journey mapping to help you understand your employee experience better, provide the resources, tools, and support employees need, and align employees’ daily actions and accountabilities with the customer experience.” — Jeannie Walters , Customer Experience Speaker and CEO of Experience Investigators

Employee experience journey map template

staff journey mapping

🤔 Get inside employees’ heads  Use our template to gather team member insights at every stage and understand how their needs change throughout their tenures. 👉 Download the template

7 steps to create your employee experience journey map

Whether you utilize our editable template or create your own, mapping the employee journey in this way allows you to easily spot where your EX efforts are falling short and make an initial action plan within the same document. Let’s look at our recommended step-by-step process for strategizing, researching, documenting, and improving the employee experience for your organization.  ‍

1. Get clear about your goals for mapping the employee journey

The key question that HR and people ops need to ask themselves at this stage is, “What do we want to know about the employee journey and why?” This prevents journey mapping from becoming a cursory exercise and transforms it into a more meaningful, strategic endeavor that helps you align with your overall company goals.

If it’s your first time creating a journey map, for example, your initial goal may be to identify your current paint points, gaps, and challenges so you can better support your team members for the next 12 months. 

If you’ve mapped the employee journey before and have implemented improvements in the past, a more specific goal might be to address communication issues and improve the feedback and review processes across all touchpoints.  ‍

2. Conduct employee research

A screenshot of Leapsome’s anonymous suggestion box.

In order to get a valid understanding of the real issues, you need to first dig deeper into previous survey data, manager feedback, performance scores, and EX metrics like retention, turnover, and engagement. You should also talk to department heads, managers, team leads, and employees themselves for fresh, updated more insights. In your research, be sure to get an understanding of how team members describe their current journey as well as the ideal experience so you can identify your existing pain points and structure a better path. 

Here are a few questions you can ask employees:

  • What expectations did you have at every stage of your professional journey? 
  • How have we succeeded or failed in living up to those expectations?
  • What were your biggest frustrations during the onboarding, training, and engagement stages?
  • What competencies were you hoping to develop at every stage?
  • At each stage of the process, how did you feel about communicating with your manager and leadership team?

Providing anonymous feedback channels for employees is key if you want truly valuable, candid input. You can help team members feel safe sharing their thoughts with methods such as:

  • Anonymous surveys — Using a platform like Leapsome means your surveys will be anonymous by default. ‍
  • Suggestion boxes or forums — This allows employees to confidentially share their input and ask questions without prompting. That’s why Leapsome offers both an anonymous suggestion box and Q&A board where team members can ask questions and get answers from leadership. ‍
  • Focus groups — Organize an in-office or virtual meeting with team members, ask meaningful questions about their current experience, and use their answers to create an anonymous report. If possible, you can arrange this with a third-party research company to ensure confidentiality.
🔎 Make sure you have a tentative action plan to share with employees when asking them for feedback. This will help you overcome any survey fatigue team members may be feeling due to previous inaction and encourage them to provide more and better feedback.  

3. Determine the scope & roles your journey map will cover

Attempting to map the journey for every single role in your organization will lead you to develop an employee experience that’s too vague and irrelevant to the difficulties that specific teams are experiencing. Instead, use the data you’ve now gathered to hone in on your most urgent issues.  

For instance, as you review your research, you may notice positive reports during the recruitment and onboarding stages. However, you might uncover that your teams typically show decreased engagement around the development stage. That could mean it’s time to update your career progression framework or make it a more central part of your professional growth processes.  ‍

4. Craft your EX journey map

Now, you’ll draw on your previous three steps and bring together your goals, scope, and research to update your processes and construct your ideal employee experience journey. To do this, you can use our template, which covers these core areas:

  • Touchpoints , or the places where employees come into contact with managers, leaders, and other stakeholders.
  • Processes , or the ideal steps managers and employees should take at each touchpoint to give team members the best experience.
  • Metrics and monitoring , so you can record your current EX data and quickly identify areas of weakness.
  • Notes , where you can document feedback from employees and stakeholders.
  • Next steps , where you’ll outline your solutions. 

Of course, every organization has its own specific goals, internal structure, and culture. That’s why we’ve made our entire template editable and customizable, with ready-to-use content you can use for inspiration. For example, if your company is 100% remote , you may need more processes during onboarding that promote belonging, recognition, and team integration. ‍

🔎 You can use our template to link to a fully fleshed-out process and next steps documents for each stage, which is ideal for building transparency and ensuring everyone is on the same page about your company’s specific strategies.

5. Consult your journey map to identify improvement opportunities

Use the notes section in our template to capture what you’ve learned from team member research and outline your current iteration of the employee journey. In particular, note the initial expectations and eventual frustrations team members mentioned in their feedback and prioritize specific roles or issues that need to be addressed. 

In the next steps section, summarize what actions you plan to take based on the most critical concerns. Perhaps several employees mention feeling stifled in their professional development. You could then introduce a formal learning and training budget as a next step to improve on this. ‍

6. Share your plan & implement initiatives

Once you’ve finalized your action plan for improving the employee experience, communicate your strategy with leaders and team members so you can secure additional feedback on your proposed ideas and support for your initiatives moving forward. To be as transparent as possible:

  • Explain your motivation for mapping the employee journey — Reiterate why you decided to map the employee journey and improve EX from the outset. For example, your organization may have gone through a recent restructuring, and you might have noticed that engagement has been declining ever since. ‍
  • Describe your approach — Share how you mapped the staff journey based on your current EX processes and employee research.  ‍
  • Discuss the why behind your proposed strategy — Provide the rationale behind your action plan and clearly link it to current business goals and objectives. ‍
  • Break your strategy down into steps — Be sure to offer timelines and share who’s responsible for leading each initiative. ‍
  • Follow up — After presenting your plan, contact leadership and stakeholders to address their questions and concerns. ‍

7. Refine & iterate on your journey maps over time

Like customers, the needs of your employees can change and fluctuate, typically in response to industry and economic changes. That’s why you should review and update your EX journey map every six months to a year and follow the same process each time. You can even utilize an employee experience platform to support you with this

Remember: No matter how favorable your employee experience metrics are, there’s always more to learn and understand about what team members are looking for from their work environment. 

🔎 Employee experience platforms like Leapsome can help you streamline how you gather team member data, set the right EX goals, and implement strategies that allow for better communication, reduced stress, and more employee autonomy.

Measuring the employee journey

Reviewing your employee experience metrics regularly helps you detect and mitigate issues early before they become major challenges. Doing so also means you can illustrate your progress to upper management and the executive team over time, demonstrating the value of your EX programs. Here are a few key indicators you should consistently refer to:

  • Retention and turnover rates — Low retention rates may signal that team members aren’t having a positive employee experience. However, you need to compare them against employee tenures to discern when the most turnover typically happens. For instance, you may notice that team members tend to quit after their first eighteen months, which could suggest they’re dissatisfied with a lack of training, development, and career opportunities. 
  • Employee Net Promoter Score (eNPS) — The eNPS is a valuable metric because it allows you to quickly assess engagement. It only requires employees to answer one question: “On a scale of zero to ten, how likely are you to recommend us as a place to work for your family and friends?” Your final score can range from -100 to 100, and most companies have a score between 10 and 30. While it’s not a great standalone metric because it presents you with limited data, it’s a great starting point that can help you determine when it’s time to investigate the employee experience further. 
  • Survey results — Take note of your highest and lowest scores on previous engagement and culture surveys and read answers to open-ended questions thoroughly. If you use Leapsome’s Surveys module, you can quickly determine which factors you need to target to drive more positive outcomes. Our sentiment analysis function also uses AI to interpret open-ended answers so you can quickly scan them before exploring further.

A screenshot of Leapsome’s Surveys module.

  • Performance scores — A great employee experience often corresponds with enhanced motivation, higher engagement, and, as a result, satisfactory performance. High performance scores also speak to the effectiveness of managers and stakeholders during the onboarding, training, and development stages. ‍

How software supports employee journey mapping

A screenshot of Leapsome’s Competency Framework Matrix.

As employee expectations change and business priorities evolve, EX journey maps can help you respond effectively and improve the employee experience with greater efficiency. Moreover, they provide an in-depth understanding of how team members feel about their everyday interactions and overall relationship with your business. If your organization is genuinely committed to putting its people first, you need these individual insights to create a more personalized work experience for your team members.

Still, what do you do if you lack the time, personnel, or tech to gather the requisite insights? How do you overcome resistance from leadership without the right data and tools?

Leapsome allows you to automate the operational and analytical side of the journey mapping so you can focus on finding more innovative solutions to complex EX challenges. With our Surveys and Reviews modules, you can track engagement and pulse scores, retention rates, your eNPS, and employee performance scores with charts and visualizations to show you how those metrics have changed over time. Then, use our Goals module to design EX initiatives that align with current business objectives. 

With Leapsome, you’ll gain actionable insights and drive targeted improvements across every stage of the employee experience. ‍

👣 More positive impressions and connections every step of the way Use Leapsome to actively listen, gain insights, and implement changes based on employee feedback so you can make the entire work experience more meaningful. 👉 Book a demo

Leapsome Team

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Increasing retention through employee journey mapping.

7 min read Journey mapping is an activity typically associated with customer experience programs, but used properly, employee journey mapping can also be a great way to understand the moments that matter most to employees as part of an employee experience program. Find out how to build an employee journey map and use it to improve the experience for your staff.

Taking a lifecycle approach to employee experience

Many employee experience programs still start and end with an employee engagement survey — a single, once-a-year activity that looks to understand the state of employee engagement and the impact of different drivers on engagement.

But think about your own experience at work compared to those around you. Some people will have only recently started, others will have been in seat for a long time and everyone will have had a different experience from the next person whether that’s going through a different onboarding process , attending different training courses or reaching different career milestones by the time the next survey comes around.

In short, everyone is at a different stage in the employee journey.

With an annual or biannual survey, it’s almost impossible to understand how those personal experiences shape the key outcomes of employee experience like engagement, motivation or productivity.

Increasingly, organisations are taking a lifecycle approach to employee experience that looks to capture feedback and insights at every stage of the lifecycle.

It allows them to understand the moments along the employee journey that matter most, how they impact the experience and what they can do, at each stage, to have a positive impact on metrics like engagement, attrition and productivity.

Free eBook: Employee Lifecycle Feedback

Understand the moments that matter with employee journey mapping

Much like CX professionals map out the customer journey to identify pain points and areas for improvement, HR teams can plot the end-to-end journey an employee has at an organisation to start to understand how each stage impacts the employee experience as a whole.

From recruitment all the way through to exit, it allows you to plot out every moment that matters and understand what you can do to improve the experience.

Here’s how to start building your employee journey:

1. Segment your employees

Throughout the organisation you’re likely to have plenty of different employee personas, and their interactions with the company will be very different. So start by identifying your employee segments. Ideally it should be based on their interactions with the company – for example, an engineer is likely to have a very different experience from someone in your marketing team — rather than demographics like age and gender (these should be splits you look at in the data later rather than as a guiding principle for your personas, as within those demographics there will be plenty of variance in the experience).

2. Establish the journey for each persona

Now you know your personas, you can start to map out the interactions they have with the organisation from their first contact (usually before they’re hired) all the way through to them eventually leaving. You’ll need to bring in a cross-functional team to input on this, as different teams and departments will likely have different interactions along the way. You may even want to consider looking at the interactions post-exit as in some cases retirees or past employees may come back or have an interaction with the organisation later on or act as advocates for the organisation.

3. Map feedback and insights to the employee journey

To truly understand the impact of each interaction on the employee experience, you need to be able to map feedback to each stage in the lifecycle. So for each persona, make sure there is a feedback mechanism attached to each stage in the journey that meets them where they are and provides them with the opportunity to give feedback in the moment — this is much more useful than waiting up to 12 months to ask them about it, as you’ll get the most honest, useful feedback while the experience is still fresh in their mind.

4. Align your measurements at different stages in the employee journey

It’s likely that different stages in the journey will be managed by different teams. For example, your recruiting, training or onboarding teams. In order to link insights across the journey, you need to make sure that everyone agrees on a consistent approach to measurement whether that’s using a simple metric like eNPS with open-text follow-up questions or something like a 5-point Likert scale. Taking those two examples, one gives a numeric value, the other a text value — it makes it much harder to compare if they’re each used by different teams. If every team follows the same approach however, it’s much easier to bring that data together into a holistic data set and start to make connections to see how the experience at one touchpoint impacts others.

5. Use automation to manage feedback at scale

Manually sending out a survey every time someone takes a training course, goes for promotion or interacts with any of the other moments that matter along the journey is a drain on resources. So make sure you integrate your employee experience program with your HRIS and set up triggers to automatically send a request for feedback when an employee hits a certain milestone.

6. Combine the employee journey with your engagement survey

A lifecycle approach to employee experience doesn’t mean giving up on your employee engagement survey altogether. In fact, the engagement survey should be your cornerstone — a less frequent, but more in-depth view of the state of employee experience and the key drivers that are impacting it either positively or negatively. Many organisations choose to do shorter, more frequent surveys like bi-annual engagement surveys or monthly employee pulse surveys as an alternative to the annual survey. However you run it, it’s essential you connect it to your feedback mechanisms across the lifecycle.

To use an example like onboarding feedback, on its own, it will likely show you how your onboarding process is perceived and what can be improved, but it won’t necessarily show the impact on engagement, productivity or attrition. When you combine it with your engagement survey (which does measure these things) you can then start to see connections – how did that improvement to onboarding affect engagement for employees in their first year? Did it reduce attrition? Did it promote cross-functional collaboration? Do those employees who went through the new program understand better how their work contributes to the organisations success? It’s only by connecting all these different feedback mechanisms that you’ll know the answer.

Related resources

Employee retention strategies 25 min read, succession planning 8 min read, employee onboarding 21 min read, employee turnover 23 min read, retention rate 13 min read, employee attrition 16 min read, employee offboarding 14 min read, request demo.

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Employee Journey Mapping: Ultimate Guide

By: Grace He | Updated: September 06, 2023

You found our ultimate guide to employee journey mapping .

Employee journey mapping refers to the process of charting an employee’s tenure with a company, beginning from when the individual applies for the job and concluding when the employee leaves the organization. Examples of milestones include onboarding, feedback, and training. The employee journey encompasses the experiences between the beginning and the end of an employee’s tenure. Employee journey mapping allows you to provide the groundwork for a satisfying work experience for your staff.

These ideas are related to  employee engagement best practices , employee satisfaction , professional development best practices , and worker retention tips .

This article includes:

  • definition of employee journey mapping
  • employee journey mapping stages
  • employee journey map examples
  • employee journey touchpoints

Here we go!

Definition of employee journey mapping

Employee journey mapping is a strategic process companies use to understand, analyze, and optimize the entire lifecycle of an employee. This process involves creating a visual representation of the employee’s experience, from the initial contact during recruitment to their exit or retirement. This map highlights key touchpoints, interactions, and emotions experienced by employees at each stage of their journey.

The primary goal of employee journey mapping is to identify pain points and areas for improvement in the employee experience. By visualizing this journey, organizations can gain valuable insights into how to improve employee engagement, satisfaction, and retention. This process also helps align HR with organizational goals, ensuring the employee experience supports the company’s mission.

To create an employee journey map, firms collect data through surveys, interviews, and feedback from employees at various stages of their employment. This data is then used to create a detailed and actionable roadmap for improving the overall employee experience. Employee journey mapping is an ongoing process, helping organizations adapt to changing employee needs. In addition, this process lets firms regularly refine their strategies to create a more positive and fulfilling work environment.

Employee’s journey mapping stages

he employee journey map helps companies better appraise the value of an employee’s work and the time spent at an organization. The following are the stages of an employee journey map.

1. Recruiting and Sourcing

When an applicant applies for a position, it is the first time they interact with the organization. Therefore, this stage is one of the most critical steps that demand proper planning and recording. An employer should try to provide the best image to potential candidates and create a more favorable environment for new hires to begin their careers.

The company writes up a thorough job description, including any prerequisite skills or experience, and applicants who follow the proper channels know precisely where they are at any time throughout the hiring process. Since this point of contact may mark the final stop on the trip maps for many workers, the touchpoint must be engaging. Such workers may keep an eye out for opportunities in the future and reapply if they are a good fit.

2. Onboarding

As a result of the efforts put into the onboarding process, employees have a better experience throughout their journey with the company and are more productive. Employees’ first few months on the job are crucial to their overall experience. The mapping helps ensure that employees fit right into the organization’s culture, get all the tech and accessories they need for work, and be able to ask questions when confused. Companies can improve the employee onboarding process to improve their interaction with new staff members.

​Here is a list of  onboarding best practices .

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3. Employee Development, Education, and Training

The practice of investing in employee training and development is ongoing. However, employees may express dissatisfaction due to a lack of opportunities to improve in their careers and learn new skills. Although the firm may try to provide a pleasant working environment for its employees, if it fails to provide adequate training and orientation, those workers may seek better opportunities elsewhere.

Many businesses have coordinated strategies for the first 30 to 90 days of a new hire, but such firms still have much to offer over time. The most successful businesses provide employees with a clear path to promotion and growth at every stage of their employment.

​Read about the  importance of professional development .

4. Career Progression

Career progression refers to employees advancing and growing within an organization. Members will likely move from one role or position to another, typically with increased responsibilities, authority, and compensation. This process is an important piece of employee development and retention, as it provides a clear career path. Career progression involves various elements, including promotions, lateral moves, skill development, and mentorship. Organizations that effectively support and facilitate career progression retain top talent and create a motivated and engaged workforce.

5. Engagement and Communication

A business should ensure employee journey touchpoints maximize productivity, encourage consistency, and keep workers engaged. The organization should establish a reliable communication method that allows employees to voice their opinions and concerns. Employees need a safe space to discuss topics that affect their output, such as feelings of isolation and despair, workplace politics, and personal matters.

​Examples of these channels include:

  • ​one-on-one meetings
  • ​performance reviews
  • ​employee surveys
  • ​peer-to-peer reviews
  • ​water cooler chats

In addition, it helps when management devises tactics to motivate employees and maintain a personal and physical connection to the business.

6. Rewards and Recognition

Most employees like appreciation. Employee recognition is an integral part of the employee journey to maintain a loyal and productive workforce. Recognitions often include personal milestones like anniversaries, birthdays, or any professional success. The acknowledgments motivate employees to demonstrate good conduct, consequently helping to strengthen the overall work culture.

Workers also like recognition for a job well done. Rewarding workers with a meal out, bonus, cake, basket, or gift card can be useful when plotting out an employee’s journey within the company.

​Check out this  list of employee recognition program ideas .

7. Performance Evaluation and Feedback

Regular employee performance evaluation and feedback are essential in any business. An employee’s performance evaluation should highlight both strengths and areas for development. Unfortunately, many companies are behind the times when it comes to their feedback culture. Some firms conduct performance reviews merely as a necessity or fail to be thorough with the process.

Multiple studies show that workers look forward to receiving positive feedback from their bosses. With this information, employees may evaluate the quality of their output. The who, what, when, where, how, and why of an employee’s performance should also be at the center of a feedback form.

​This phase of the journey map should answer questions like:

  • Who is offering feedback?
  • Where will employees get the review and feedback?
  • What is the effect of the feedback on employee output?
  • What is the nature of the feedback?
  • How often is the performance evaluation?
  • Why the feedback?

When mapping the employee journey, it is vital to include specifics about how and when employees will get feedback on their performance.

​Here is a  list of tips for giving employee feedback .

8. Offboarding

The time eventually comes for every worker to leave every organization through termination, retirement, or resignation. By managing this transition properly, companies can ensure their former employees return to work for the company or promote it to their contacts. For example, if an employee had a good offboarding experience, they are three times more likely to promote the company to others than if they had a neutral or bad one, as reported by Gallup .

Many departing workers often desire to get acknowledgment from their employer and to discuss their experiences there openly. This information can help you develop a plan for improving the experience of the replacement employee. For instance, if the worker’s hopes for the position differed from the job’s realities, this information can help you create a more detailed job description.

Various employees will reach different destinations at the end of the road. For example, a worker who has spent decades with the same company may be thinking about retiring. A departure might also be in search of a new position. At this point, you should consider how the worker’s departure affects the workforce. This aspect of the employee journey mapping ensures that the departing worker’s knowledge gets passed to other staff members. You will also think of ways to share the news with other workers.

9. Alumni Engagement

Alumni engagement involves maintaining relationships with former employees or “alumni” of an organization. These individuals may have left the company for various reasons, such as retirement, pursuing other opportunities, or life changes. Despite leaving the firm, these former workers can still play a valuable role in the organization’s network. Alumni engagement programs aim to keep these individuals connected to the company’s community and brand. This step can include activities like alumni newsletters, events, networking opportunities, or even rehiring initiatives. Engaging with alumni fosters a sense of belonging and goodwill well beyond employment. This process can also lead to potential rehires, referrals, or even business partnerships in the future, making it a strategic element of talent management.

The importance of employee journey mapping

For big firms, an employee’s story may go through the cracks easily since supervisors and team leaders are either too busy or uninformed of the possible difficulties that might arise at crucial points in the employee’s career. For instance, a direct supervisor may not know that one of their new hires needs additional help as they begin their career path. The following are some of the importance of employee journey mapping.

1. Better Knowledge of Pain Points

Identifying pain points means finding the parts of an employee’s journey where they face problems or feel unhappy. These problems can workers them frustrated or dissatisfied. When organizations find these pain points, they can figure out what is wrong and work toward improvements. This process helps employees have a smoother and happier experience overall. Organizations need to gather information and feedback to discover these issues and fix them. This way, employees will be more satisfied and want to stay in their roles or come back.

2. Increased Employee Satisfaction

One of the most critical factors in creating a successful business is making sure your employees are happy. Having employees that treat their jobs as a calling is a sure sign that you are on the right track. If workers believe their bosses care deeply about them, they are more likely to find satisfaction in their work. Showing your employees that you appreciate them by mapping their journeys and enhancing their experience at work is a way to earn their loyalty and devotion.

​Here are  job satisfaction statistics .

3. More Positive Work Culture

Running a business is not about the individuals but the teams. If any of its workers start thinking about improving themselves alone, this might signal a red flag. The success of every business depends on the quality of the relationships between its management and its employees. The employee journey mapping keeps your employees tight-knit and helps create a positive work culture.

​Read this guide on creating a  positive working culture .

4. Lower Employee Turnover

When workers are happy in their jobs, they do not consider looking elsewhere. Studies show that turnover is lower in companies that invest in their employee’s professional development and look out for their staff. Employee journey mapping might assist a company in deciding when and what training its staff needs. Management might use maps to plot out training programs for employees.

​Learn about the  reasons for employee turnover .

How to create employee journey maps

When looking for employee journey map examples, it is important to understand the steps that go into this process. The following are the stages of developing an employee journey map.

1. Determine the Map Type

Due to your pivotal position in ensuring a positive employee experience, you should also oversee the mapping process. You should first decide what type of map you want to make. It is necessary to determine your motivations for using employee mapping. You can get managers’ input to create a comprehensive strategy.

An excellent way to start is to draw a rough outline and then consider how you may proceed with the actual mapping. The map can be flexible enough to make changes as you go along. For example, you can ensure the map includes all the key places employees interact with the company. After deciding on the touchpoints you want to include, you can return and make the necessary adjustments to the template.

2. Develop the Persona

To begin creating the employee journey map, you must first divide your workforce into subsets. The experiences of workers in different departments, in particular, will vary greatly. You can find out what works and then make a template for it. For instance, the journey of a sales team will vary greatly from that of the IT department. Further, a new hire will have a distinct set of experiences than a long-tenured worker. Thus, it is crucial to make subsets before developing templates. It is not necessary to create a unique map for each worker. However, you can sort employees by personas to make the process easy.

3. Determine the Measurement Metrics

Part of the employee journey map is settling on a set of measures to evaluate the collected qualitative and quantitative information. Due to the large number of teams involved, individual workers will get feedback from different groups. Team roles may include recruitment, orientation, or training. Accordingly, there has to be a standard unit of performance metrics. The feedback method may be either numerical or free-form, requiring workers to answer questions.

4. Gather Data

Gathering data is the crucial first step in creating an employee journey map. The process involves collecting information from a variety of sources. This data helps companies gain insights into the experiences, perceptions, and needs of employees throughout their tenure in the organization. Firms can collect this information through employee surveys, interviews, focus groups, HR records, performance evaluations, and feedback mechanisms. By collecting and analyzing this data, organizations can uncover patterns, pain points, and opportunities for improvement. This information helps organizations make informed decisions and design effective solutions that improve the overall employee experience.

5. Design Solutions

Designing solutions is the phase where organizations develop strategies, interventions, and initiatives to improve employee experiences. These strategies aim to address the pain points and challenges identified in the employee journey. Finding solutions involves brainstorming creative and practical approachesto enhance the employee experience. These solutions may include improvements in HR policies, training programs, communication channels, work processes, and employee benefits. Effective solution design requires collaboration among various departments and stakeholders. This communication ensures the proposed changes align with organizational goals and are feasible to implement. The goal is to create tangible and actionable plans that will improve employee satisfaction, engagement, and retention.

6. Keep the Map Updated

The employee journey map is a continuous process. Many changes will occur over time, and your map should reflect them. For instance, if there is a major disruption across an organization’s primary touchpoints, then it is important to monitor developments and include any necessary adjustments into the map.

An organization may handle in-process adjustments, infrastructure development, improved communication, and policy modifications with employee data. Employers may better understand their employees’ needs and develop strategies to meet them by mapping out the whole employee experience. The purpose of creating an employee journey map is to document the worker’s experience as they go through their employment.

Open conversations about workers’ experiences and pain points are a great way to lay a strong groundwork for the future. You can use the employee’s persona to map the employee’s path within the business. Establishing the organization’s core values is the first step in developing a comprehensive picture. Next, you can find out what resources are available to workers and use that information to inform your mapping process.

Next, check out these lists of  employee engagement statistics  and books on the employee experience .

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FAQ: Employee journey mapping

Here are frequently asked questions about employee journey mapping.

What is employee journey mapping?

Employee journey mapping is a visual depiction of the events that occur during an employee’s time working for a company. The map shows the complete scope of your employees’ interactions with your business.

How do you map the employee journey?

You can map an employee journey by establishing the objectives of the process and creating an outline. The process includes developing personas, discovering critical touchpoints, and getting employee feedback. Then, you can use the information obtained to update the map continuously.

Why is employee journey mapping important?

Employee journey mapping helps to improve employee experience, boost satisfaction in the workplace, and build a positive work culture. The map also increases retention rates and lowers employee turnover.

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Author: Grace He

People & Culture Director at teambuilding.com. Grace is the Director of People & Culture at teambuilding.com. She studied Industrial and Labor Relations at Cornell University, Information Science at East China Normal University and earned an MBA at Washington State University.

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staff journey mapping

People & Culture Director at teambuilding.com.

Grace is the Director of People & Culture at teambuilding.com. She studied Industrial and Labor Relations at Cornell University, Information Science at East China Normal University and earned an MBA at Washington State University.

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A Comprehensive Guide To Employee Journey Mapping

Explore how employee journey mapping enhances engagement and satisfaction. Learn to effectively map employee journeys to drive productivity and retention.

Samantha Gross

Mentorship expert at Together

Published on 

May 9, 2024

Updated on 

Time to Read

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Employees are the driving force behind business growth. From day-to-day operations to achieving strategic goals, employees are involved in all stages of organizational success. Each employee has their own journey within the organization.

Companies that fail to prioritize employee experience are at risk of decreased productivity, disengagement, higher turnover rates, and reduced employee satisfaction. Neglecting the employee journey can result in a lack of alignment between employee expectations and organizational goals. The disconnect hampers performance and results in 48% of the workforce exploring new opportunities.

This guide helps you with valuable insights into the concept of the employee journey and its importance. We will also discuss how to effectively map employee journeys and enhance employee engagement in your organization.

What is the employee journey?

The employee journey is an employee's complete experience with an organization, from the initial point of contact during recruitment to offboarding. It includes all the interactions, touchpoints, and milestones employees encounter throughout their tenure. Employees' journey shapes their perception of the company and influence their engagement, productivity, and overall satisfaction.

The six stages of the employee journey

Breaking down employee journeys into distinct stages helps address their unique opportunities and challenges. The six key stages of the employee journey are:

Recruitment and hiring

The initial stage of the employee journey focuses on attracting and selecting the right talent to fill a role. It includes attracting, assessing, and choosing suitable candidates for open positions within the organization. The company's culture and values must be communicated, from crafting job descriptions to posting vacancies, screening applicants, conducting interviews, and making job offers. Efficient recruitment and hiring strategies help hire candidates whose career goals align with the company’s culture and values.

Once an employee is hired, onboarding helps them understand their role in the company. Onboarding involves orienting the new hire with the company’s policies, culture, and responsibilities. Effective onboarding is welcoming new employees to the organization by ensuring they are well-informed. It boosts new hire productivity by 70% and retention rates by 82%.

Training and development

Continuous learning and skill development drive employee growth and organizational success. Providing relevant training opportunities and supporting professional development is necessary for 74% of the workforce. Different methods of training like, on-the-job learning, mentoring, workshops, and professional courses can be implemented. It keeps 94% of employees engaged and motivated about future opportunities.

Performance management

Regular performance evaluations, feedback, and goal-setting help employees understand their strengths, areas for improvement, and alignment with organizational objectives. Effective performance management aligns accountability with growth and accomplishments. Companies with a continuous performance management process outperform their competitors by 24% .

Career advancement

Employee growth is a key factor in retaining 30% more talent and keeping them engaged. Companies must provide opportunities for career advancement, whether through promotions, job rotations, or cross-functional projects. Providing clear career paths and advancement opportunities within the organization helps employees feel valued and motivated to contribute to the company's success.

Offboarding

The final stage of the employee journey occurs when an employee leaves the company. The offboarding process is necessary whether the employee leaves due to resignation, retirement, or termination. The offboarding process involves exit interviews, finalizing paperwork, and training replacements. A smooth and considerate offboarding procedure leaves a positive impression of the company. Conducting exit interviews and gathering feedback can provide valuable insights for improving the employee journey.

Why is supporting the employee journey important?

Investing in the employee journey impacts employee satisfaction, retention, and productivity. Building a positive and cohesive work environment is important for business growth and reputation. By collecting and analyzing employee feedback, HR professionals can identify areas for improvement. They can then use the data to develop targeted strategies to address employee pain points and enhance their experience.

The far-reaching benefits of supporting the employee journey are:

  • Boost productivity by 20% with more engaged and motivated employees.
  • Improve retention rates and reduce turnover costs, with 70% of employees staying for three years or more.
  • Enhance productivity and performance by 21% .
  • Foster a strong employer brand and attract top talent.
  • Drive innovation and organizational growth.

What is employee journey mapping?

Employee journey mapping is a strategic process designed to visualize employees' paths from when they consider joining an organization to when they exit. The comprehensive view helps organizations identify critical interactions and touchpoints shaping employee experience. 

Employee journey mapping aims to gain insights into the employee's perspective across different stages of their career lifecycle within the company. By understanding these experiences, organizations can identify areas of improvement, optimize engagement strategies, and enhance overall job satisfaction.

Employee journey maps help strategize improvements in HR processes, workplace culture, and employee engagement programs. The map must focus on employees' needs and experiences to help companies tailor their strategies. A targeted approach helps improve retention rates, boost employee morale, and promote continuous improvement within the workplace.

The map visually represents an employee's various stages, touchpoints, and interactions. It helps 

  • Prioritize initiatives and allocate resources effectively
  • Improve collaboration across teams and departments
  • Identify gaps and inconsistencies in the employee experience
  • Measure and track the impact of employee experience initiatives
  • Develop personalized and relevant employee engagement strategies

How do you map an employee journey?

Mapping an employee journey involves a systematic approach to gathering data, analyzing insights, and visualizing the employee experience. It must accurately reflect employees' experiences, assist them at various touchpoints, and conduct regular interactions to gather their insights.

Here is a step-by-step guide to help you map your employee journey:

Step 1: Define the stages

Outline the main stages of the employee lifecycle within your organization. List the factors for each stage that will help understand the employee’s perspective. Ensure the mapping considers the entire time an employee spends with the company.

Step 2: Identify key touchpoints

Identify the key touchpoints and interactions between the employee and the organization for every stage of the lifecycle. These could include job interviews, training sessions, performance reviews, and exit interviews.

Step 3: Collect employee feedback and data

Gather insights directly from employees through surveys, interviews, and monthly or annual reviews to understand their experiences at various touchpoints. Use anonymous feedback tools to encourage honest and open communication. Analyze the data to get a clear picture of the current employee experience and areas for improvement.

Step 4: Map the employee journey

Visualize the employee journey on a map that reflects the employee experience. You can use a simple diagram or a detailed chart to include emotional highs and lows at different stages. The insights and feedback collected from employees can be added to the map.

Step 5: Identify opportunities for improvement

Analyze the employee journey map to identify gaps in the experience. Mark the stages where employees feel less engaged or satisfied. Look for patterns in feedback that indicate areas for improvement. For instance, you may need to enhance the onboarding process or offer more career advancement opportunities.

Step 6: Implement changes and measure impact

Based on the identified opportunities, implement changes to the touchpoints or stages that need improvement. Establish metrics to measure the effects of these changes on the employee experience over time. Continuously collect employee feedback to gauge the success of your initiatives and make adjustments as needed.

How do you create a compelling and robust employee journey?

Creating an effective and robust employee journey involves strategic planning and execution at each stage of the employee lifecycle. Here are some strategies to develop an effective and strong employee journey:

Enhance communication

  • Implement regular check-ins and one-on-one meetings to offer personal support and feedback.
  • Use digital tools and platforms to streamline communication and keep employees informed and engaged.
  • Encourage the open-door policy so that employees feel comfortable sharing ideas and concerns.

Improve onboarding processes

  • Develop a comprehensive onboarding program with role-specific training and culture immersion sessions. This will make new hires feel welcomed and valued.
  • Use mentorship programs to provide support and guidance to new employees. This will help them integrate into the team more effectively.
  • Collect feedback about the onboarding experience from new hires to improve the process.

Expanding Career Development Opportunities

  • Offer continuous learning and development opportunities that align with the employee's career goals.
  • Create clear career paths and progression plans to motivate employees and help them understand how to grow within the company.
  • Encourage cross-functional projects and roles to help employees gain new skills and experiences.

Increase employee engagement

  • Recognize and reward employees to create a culture of appreciation and motivation.
  • Promote work-life balance through flexible working arrangements and demonstrate the importance of managing personal and professional lives.
  • Foster a collaborative and inclusive work environment so employees can contribute to decision-making.

Maintain a consistent and positive employee experience

  • Regularly evaluate and update HR policies to meet the evolving needs of your workforce.
  • Use employee feedback and data analytics to identify trends and issues in the employee experience.

Best practices for maintaining a positive employee experience

Mapping the employee journey helps create a more engaged, satisfied, and productive workforce. Here are a few best practices to follow:

  • Ensure cross-departmental collaboration: Involve stakeholders from different departments to provide diverse perspectives on the employee experience.
  • Keep it employee-centric: Focus on understanding and improving employees' actual experiences rather than the organizational process itself.
  • Update regularly: The employee journey map should be regularly updated with new insights and feedback to stay relevant and effective.
  • Promote work-life balance: Implement policies and practices that support employee well-being, such as DEI policies, coffee chats, flexible work arrangements, whole-person wellness programs, and mental health resources.

Things to know about the employee journey

When mapping the employee journey, it is essential to be aware of common misconceptions and challenges:

  • Ongoing process: Employee experiences are dynamic and ever-evolving. Their journey requires continuous monitoring, evaluation, and improvement.
  • No one-size-fits-all approach: Each employee has unique challenges and skills, so the opportunities and development strategies should be tailored to their needs.
  • Employee buy-in is crucial: Engage employees throughout the journey mapping process, as their feedback and participation are essential for success.
  • Technology can support human connection: Use digital tools and platforms to connect remote teams and streamline processes.

How does Colleague Connect aid employee journey mapping?

Colleague Connect supports organizations in enhancing the employee journey by facilitating peer mentorship, networking, and collaboration among employees. By integrating Colleague Connect into the employee journey mapping process, you can effectively address critical touchpoints and pain points throughout the employee lifecycle.

  • Peer mentorship programs:

Colleague Connect supports structured peer mentorship initiatives, enabling skilled employees to guide colleagues. Employees can share insights, discuss experiences, and provide valuable support to newly onboarded members. Colleague Connect simplifies the transition of new hires into the workforce while making them aware of the company's culture and values.

  • Networking opportunities: 

Colleague Connect allows employees to interact with coworkers across departments, teams, and geographical regions. Its goal- and skill-based mentor-mentee matching algorithm encourages interdisciplinary relationships. Employees can share expertise and ideas with employees outside their immediate teams. Colleague Connect supports a more inclusive and collaborative work environment.

  • Learning partnerships:

Colleague Connect allows employees to build partnerships by aligning their career aspirations or learning objectives. Peers can guide and mentor each other to build specific competencies and participate in each other’s development. It helps bridge skill and experience gaps within the organization.

  • Goal setting and tracking:

Colleague Connect empowers employees to establish and monitor their professional goals. The structured framework can be used to achieve career advancement, skill enhancement, or specific milestones. Colleague Connect fosters a culture of accountability and responsibility, which improves employee engagement.

  • Feedback and recognition:

Colleague Connect makes it easy for employees to exchange feedback. They can acknowledge each other's contributions and celebrate achievements. The platform helps build a culture of appreciation and recognition in the organization.

  • Resource sharing:

Employees can also use Colleague Connect to share knowledge. It helps share resources such as articles, tools, templates, and training materials. With easy access to valuable resources and insights, employees can speed up learning and enhance their job performance.

Organizations can effectively address critical touchpoints and pain points throughout the employee lifecycle by integrating Colleague Connect into the employee journey mapping process. From onboarding to career development and offboarding, Colleague Connect is a central hub for fostering connections, facilitating learning, and supporting employees at every stage of their journey.

Incorporating Colleague Connect into the process of employee journey mapping enables companies to manage employee development adeptly at every stage of their journey. The platform is a pivotal tool from the initial hiring phase to the employee's exit. It supports relationship building, knowledge exchange, and continuous learning throughout the employee lifecycle.

Understanding and prioritizing the employee journey helps organizations create a thriving workplace and engaged workforce. Mapping the employee experience, identifying areas for improvement, and implementing targeted strategies empower employees to reach their full potential. It drives greater employee satisfaction, retention, and overall organizational success.

Investing in Colleague Connect can significantly enhance the employee journey by facilitating peer mentorship, networking, and collaboration. By leveraging the power of employee connections and continuous learning, organizations can create a supportive workplace.

Try Colleague Connect for free .

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Employee experience journey mapping - A complete guide

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Employee experience journey mapping might sound like a mouthful, but it's basically just a fancy way of saying, "Let's figure out what our employees are going through and how we can make it better."

It's like a treasure map, but instead of gold, we're searching for how to make employees happy throughout. But why??

As the entrepreneur and businessman J. Willard Marriott once said, ”Take good care of your employees, and they'll take good care of your customers, and the customers will come back.”

So sit back, relax, put on your adventure hats and grab a cup of coffee (or your preferred beverage of choice) because we are about to explore the employee experience journey, dream up ways to make it better, and discover the secrets of mapping out this process.

Table of contents:-

What is the employee journey?

What is employee journey mapping, what are the benefits of employee journey mapping, how an employee journey map can help you, employee onboarding journey map, how to leverage employee journey mapping to create value, the dos and don'ts of employee journey mapping, what are the stages of the employee journey, what is employee experience, what is an employee experience journey, four steps for mapping the employee experience, how do you create an employee experience journey map, personas for employee journey mapping, the employee journey from the employee’s perspective, employee journey mapping touchpoints, common mistakes that companies make while mapping employee journey, how culturemonkey can improve the employee experience.

staff journey mapping

Every employee goes through a unique journey in your company, from their first day of onboarding to the last day they walk out the door. But have you ever thought about what that journey looks like? And more importantly, have you thought about how you can improve it?

An employee journey can make all the difference in retaining top talent , boosting employee engagement , and improving productivity. In fact, studies have shown that companies with a strong focus on employee experience outperform their competitors by 122% . So, why aren't all companies putting more focus on the employee journey?

Employee journey mapping is a process of identifying all the touchpoints and interactions an employee has with your company, from the moment they apply for a job to their last day in the office.

A positive employee journey can lead to more engaged and productive employees . When employees feel supported and valued, they're more likely to go above and beyond in their work. And that's a win-win for everyone.

staff journey mapping

Employee journey mapping is the process of mapping out all the touchpoints an employee has with your company, from their first day of onboarding to their last day in the office.

It's a way of understanding and improving the employee experience by mapping out their interactions with the company from the moment they first hear about the organization as a potential employer to their eventual departure.

But why should you care about employee journey maps? For one, it helps you identify pain points in the employee experience that could be driving employees away. Maybe your onboarding process is too lengthy, or your employees aren't getting enough feedback or recognition for their hard work.

It helps organizations develop a comprehensive and holistic view of the employee experience, which is critical for improving employee engagement and retention.

Employee journey mapping is like a treasure map, leading you to a trove of benefits. It's a strategic tool that enhances every aspect of your organization, from employee satisfaction and productivity to attracting and retaining top talent.

With a well-crafted journey map, you're on the path to creating a workplace where everyone thrives, and success is just around the corner.

  • Enhanced productivity: A well-designed Employee Journey Map helps streamline processes and remove obstacles that can hinder productivity. When employees encounter fewer roadblocks and can navigate their roles more efficiently, they become more productive. This not only benefits your employees but also positively impacts the bottom line.
  • Increased retention rates: High employee turnover can be a significant drain on resources. Employee journey mapping helps create a supportive and fulfilling work environment. When employees feel well-integrated and valued, they're more likely to stay with your organization. Lower turnover rates mean cost savings in recruitment and training.
  • Talent attraction: A positive Employee Experience Journey becomes a magnet for top talent. Word-of-mouth recommendations from your content employees can be a powerful recruitment tool. A great reputation for employee experience can draw in the best and brightest in the industry.
  • Clearer communication: Mapping out the journey helps identify communication gaps. Effective internal communication is key to a successful organization. By understanding where the challenges lie, you can implement strategies to improve communication , ensuring everyone is on the same page.
  • Enhanced employee development: Through journey mapping, you can pinpoint opportunities for skill development and growth at every stage of the employee experience . This encourages continuous learning and personal development , which can lead to higher job satisfaction and career advancement.
  • Better decision-making: Employee journey maps provide valuable data and insights. With this information, you can make informed decisions about the employee experience. Whether it's resource allocation, policy changes, or organizational improvements, you have a clear path to follow.
  • Strengthened company culture: Mapping the employee journey allows you to align every stage with your company's values and culture. It's an opportunity to ensure that your culture is not just a buzzword but a real, living experience for your employees.

staff journey mapping

By gaining a deeper understanding of the employee journey and identifying pain points and opportunities for improvement, organizations can increase employee engagement and retention rate , which can lead to a more productive and successful workforce.

Here are some other key reasons why you should be focusing on mapping out the employee journey in your company:

Improves employee experience:

By mapping out the employee journey, you can identify pain points and areas where improvements can be made. This helps create a more positive, supportive work environment that retains top talent.

Increases employee engagement:

When employees feel supported and valued, they're more likely to go above and beyond in their work. Mapping out the employee journey and addressing pain points can help increase employee engagement and motivation.

Boosts productivity:

A positive employee journey can lead to more engaged and productive employees. By addressing pain points and creating a more positive work environment , you can improve productivity and drive success .

Improves retention:

Retaining top talent is crucial for the success of any company. By creating a positive and supportive work environment through employee journey map, you can reduce turnover and retain top performers .

Enhances employer branding:

A positive employee journey can also enhance your employer branding. When employees feel supported and valued, they're more likely to share their positive employee experiences with others, both online and offline. This can help attract top talent and improve your company's reputation.

Provides valuable insights:

Employee journey mapping provides valuable insights into the employee experience. By understanding employees' touchpoints and interactions with your company, you can identify patterns and trends that can inform future decisions and improvements .

Fosters a culture of continuous improvement:

Employee journey mapping is an ongoing effort to identify pain points and make improvements. By fostering a culture of continuous improvement , you can create a workplace that's always striving to be better.

Expedites onboarding:

When you map the employee journey, it significantly accelerates the onboarding process. New hires can seamlessly navigate through their initial days, feeling more integrated and confident from the get-go.

Promotes inclusivity:

Employee journey mapping also fosters inclusivity . It ensures that the employee experience is uniform and supportive across various departments and roles, creating a workplace where everyone feels equally valued and respected.

Strengthens leadership development:

Your journey map can become a powerful tool for leadership development. By recognizing the stages where leadership plays a vital role, you can tailor training and support to nurture the next generation of leaders within your organization.

Enhances well-being initiatives:

A well-crafted employee journey map integrates well-being initiatives. This ensures that employees are not only professionally fulfilled but also mentally and emotionally supported, resulting in a healthier and happier workforce.

Employees welcoming new employee

Picture this: You've just welcomed a talented recruit to your team. What's next? The employee onboarding journey map is your treasure map, guiding you through the intricate process of making them feel right at home.

So, what exactly is an employee onboarding journey map? It's like a step-by-step guide, detailing the entire onboarding process, from pre-hire to post-orientation. It's a strategic approach that ensures your new team members embark on a voyage of learning, growth, and engagement.

The journey begins with pre-boarding, where you start connecting with your new hires before their first day. Then, there's the orientation – the grand "Welcome Aboard" moment. After that, it's all about training, skill development, and team assimilation. Finally, the journey continues with regular check-ins and performance evaluations.

Creating a tailored journey map is the key to employee retention and productivity. It ensures everyone's on the same page, expectations are clear, and the road to success is well-paved.

staff journey mapping

Understanding how to make the most of employee journey mapping is essential for modern HR professionals and business leaders. In this guide, we'll explore not only the fundamental steps in leveraging this tool but also delve into additional ways to extract maximum value from it.

Here are some key ways to leverage employee journey mapping to create value!

Identify key touchpoints

The first step in leveraging the employee journey map is to identify the key touchpoints in the employee experience. This includes everything from recruitment to onboarding , training, performance review/management, and offboarding.

Collect data

Once you've identified the key touchpoints, it's time to collect data on the employee experience. This can include employee feedback , employee surveys, and data on employee turnover, productivity, and employee engagement .

Analyze the data

After collecting data, it's important to analyze it to identify pain points and areas where improvements can be made. Look for patterns and trends that can inform future decisions.

Map out the journey

Once you clearly understand the employee experience, it's time to map out the journey. This can be done using a variety of tools, such as journey maps, employee personas, and empathy maps.

Identify opportunities for improvement

With the employee journey mapped out, it's easier to identify areas where improvements can be made. Look for pain points and areas where the employee experience could be improved and prioritize the most critical ones.

Implement changes

Once you've identified areas for improvement, it's time to implement changes. This can include everything from streamlining the recruitment process to improving communication and recognition programs .

Continuously monitor and improve

Employee journey mapping is not a one-time process. It's important to continuously monitor the employee experience and make improvements as needed. This can include collecting ongoing feedback from employees, analyzing data, and making changes to improve the employee experience.

Enhance training and development

The employee journey map can highlight specific points where training and development play a crucial role. Use this information to revamp training programs, offer skill-building opportunities, and ensure that employees have the resources they need to succeed.

Facilitate cross-department collaboration

Employee journey mapping can uncover areas where different departments need to collaborate more effectively . Foster a culture of cross-departmental teamwork to eliminate silos, improve communication, and enhance the overall employee experience.

Customize employee experiences

Tailor the employee experience based on individual preferences and needs. Use data from the employee journey map to offer personalized career paths, flexible work arrangements, or unique benefits, providing employees with more customized experiences.

Implement recognition and rewards

Recognize and reward employees for their contributions at key touchpoints in the employee journey. Acknowledging their achievements can boost motivation and job satisfaction , leading to a more positive overall experience.

Employees are confused on the options of ways before them

Employee journey mapping is a potent tool for creating a fulfilling, engaging workplace. If you follow the dos and avoid the don'ts, you're on the right path to crafting an experience that keeps your employees happy, productive, and loyal.

The Dos: Crafting a stellar employee journey map

  • DO understand your employees: Before you even put pen to paper or fingers to the keyboard, take the time to truly understand your employees. Gather insights through employee engagement surveys, interviews, and feedback. Recognize their needs, desires, and pain points, and ensure these insights drive your map.
  • DO define clear stages: Your map should be divided into clear, distinct stages. Start with the recruitment phase and then move through onboarding, professional development, and everyday work experiences. Clearly define the key milestones in each stage.
  • DO include employee input: Employee involvement is paramount. Encourage your employees to participate in the mapping process. They can provide invaluable insights into their experiences and suggest improvements that can make the journey more engaging and fulfilling.
  • DO align with company culture: Each stage of the journey should be intricately woven into your company's culture and values. It's crucial that employees feel connected to your organization's mission and vision throughout their journey.
  • DO keep it dynamic: Employee journey mapping isn't a one-and-done exercise. It's a living, breathing document that should evolve with time. Regularly assess the effectiveness of each stage and make adjustments based on employee feedback and changing needs.
  • DO measure outcomes: Establish key performance indicators (KPIs) to gauge the success of your employee journey map. Are employees more engaged? Is turnover decreasing? Are you attracting top talent? Use measurable outcomes to evaluate the map's effectiveness.

The don'ts: Pitfalls to avoid

  • DON'T make it too complex: Simplicity is your best friend. Avoid overcomplicating the mapping process. Keep it clear and easy to understand so that everyone in your organization can follow and benefit from it.
  • DON'T neglect employee feedback: If you're not actively seeking employee input, you're missing out on a goldmine of insights. Neglecting their feedback can lead to an inaccurate representation of their experiences and needs.
  • DON'T stick to the status quo: An employee journey map isn't effective if it merely replicates current processes. Don't be afraid to challenge the status quo and make necessary changes for a better employee experience.
  • DON'T forget continuity: The journey shouldn't end with onboarding. It's a continuous process, and all stages should seamlessly connect. Don't isolate the onboarding process from daily work experiences; instead, ensure a smooth transition.
  • DON'T set it in stone: An inflexible map can become a hindrance. Don't treat your employee journey map as a final, unchangeable document. Embrace adaptability and be open to refining and adjusting the journey as your organization grows.
  • DON'T ignore data: Ignoring data is one of the gravest mistakes you can make. Employee journey mapping relies on insights and measurable outcomes. Neglecting the data you gather can lead to a skewed perception of your employees' experiences.

staff journey mapping

Here are the stages of the employee's journey, in brief:

  • Application: If potential employees decide your organization is the right fit, they will typically apply for a position. This involves submitting a resume or application and potentially going through pre-employment screening and assessments.
  • Interview: After submitting an application, the potential employee may be invited to interview for the position. This stage involves assessing the candidate's fit for the role and evaluating their skills and experience.
  • Onboarding: If the candidate is selected for the position, they will move into the onboarding stage. This involves training and orientation to the company culture , policies, and procedures for the new employee.
  • Development: Once an employee is onboarded, they will move into the development stage. This involves ongoing training and development to improve their skills and advance their career.
  • Performance: The performance stage involves ongoing performance management, including setting goals, providing feedback , and evaluating performance.
  • Recognition: Employees thrive on recognition , and it's important to make it a key stage in the employee journey. This includes both formal recognition programs and informal feedback and praise from managers and colleagues.
  • Retention: The retention stage is where employees decide whether they want to stay with the organization or leave. During this stage, it's important to provide a positive workplace culture that values and respects employees.
  • Career advancement: In the career advancement stage, employees seek opportunities for growth within the organization . This may involve taking on more responsibilities, pursuing promotions, or exploring lateral moves to develop new skills and expand their career horizons.
  • Wellness and well-being: As employee well-being becomes a focal point for many organizations, a dedicated stage for wellness initiatives is crucial. This stage involves supporting employees' physical and mental health, providing resources for work-life balance, and promoting a culture of well-being.
  • Separation: Finally, the separation stage involves an employee leaving the organization, whether voluntarily or involuntarily. This can involve offboarding, exit interviews , and evaluation of the employee's tenure with the company.

By understanding the stages of the employee journey, people leaders can better identify pain points and opportunities for improvement and create a positive and productive workplace culture that drives success.

Whether you're just starting or have been in the game for years, taking a strategic approach to the employee journey is key to achieving your HR goals . So, get out there and prioritise the employee journey in your organization.

Employees are hi-fying each other

So, what exactly is employee experience (EX)? In a nutshell, it's the collective impression your employees have of their time at your company. It's the sum of every interaction, from the first "You're hired!" to the farewell handshake. It's the vibe, the culture, the perks, and the way you support their growth.

Think about it. Imagine two companies side by side. One treats its employees like cherished family members, nurtures their talents, and offers a fantastic work environment. The other is all about squeezing every drop of productivity, ignoring well-being.

The first one? That's the kind of employee experience that leaves employees excited to show up each day. It fosters loyalty, sparks innovation, and boosts performance. The second one? Well, let's just say it might struggle with high turnover and disengaged employees .

Creating a positive employee experience isn't just a "nice-to-have" anymore; it's a strategic imperative. It involves understanding your team's needs, fostering a vibrant company culture, and investing in their development and well-being.

The key takeaway here is that employee experience goes way beyond the paycheck. It's about nurturing a work environment that makes people thrive, fosters their happiness, and, in return, drives your organization to greater heights.

Employees are navigating their way on a boat

The journey typically kicks off with the very first encounter, the recruitment phase. From there, it's a thrilling ride through onboarding, professional development, and everyday work experiences. It's the highs and lows, the laughter and challenges, all rolled into one grand story.

Creating an exceptional employee experience Journey isn't just a buzzword. It's a strategic move that can set your company apart. When your employees feel valued, engaged, and appreciated, they become your best brand advocates, boosting your reputation and attracting top talent.

Imagine your workplace as a theme park – you're the designer, and the employees are your guests. You get to create the rides, attractions, and overall ambiance. The more memorable and enjoyable the journey, the longer they'll stay on this thrilling ride with your company.

In a nutshell, the employee experience Journey is all about crafting a remarkable, fulfilling adventure for your employees. So, let's embark on this journey of creating a workplace where everyone feels like they're in the heart of an exhilarating adventure!

Four steps for mapping the employee experience

Mapping the employee experience is your secret recipe for a workplace where employees thrive and businesses flourish. So, get ready to set sail on this transformative journey to create an exceptional workplace experience.

Step 1: Define the stages

Begin by breaking down the employee journey into stages. Start with the recruitment and onboarding phase, move on to professional development, and finally, the ongoing work experience. Each stage has its unique challenges, goals, and opportunities to shape the employee's experience.

Step 2: Employee insights

Next, gather insights directly from your employees. Conduct surveys, interviews, and feedback sessions. Ask about their aspirations, and pain points on moments that matter to them. This not only helps you understand their perspective but also makes them feel heard and valued.

Step 3: Design the experience

With a deep understanding of each stage and employee insights, it's time to design the experience. This involves creating a clear path with defined touchpoints. For example, in the onboarding phase, ensure a warm welcome, comprehensive training, and a buddy system for support. Tailor each stage to align with your company's culture and values.

Step 4: Continuous improvement

The employee experience Journey isn't set in stone. It's a dynamic process that requires continuous improvement. Regularly assess the effectiveness of each stage, gather feedback, and make necessary adjustments. This keeps your experience fresh, relevant, and aligned with your employees' evolving needs.

staff journey mapping

Creating an employee experience journey map can be daunting, but it doesn't have to be. With a little bit of planning and organization, you can create an effective employee journey map that will help you improve the overall employee experience in your organization.

Here are 5 pointers on how to create an employee experience journey map:

  • Define your employee personas: To create an employee journey map, you need to understand your employees. Start by defining your employee personas. These are fictional representations of your employees based on characteristics such as their job title, department, age, gender, and experience.
  • Visualize the journey: Create a visual representation once you've mapped out the employee journey. This can be a flowchart, a timeline, or any other visual that helps you understand the journey.
  • Set goals: Set specific, measurable goals for improving the employee experience. This could include reducing turnover, increasing employee engagement , or improving the employee onboarding process.
  • Develop a plan: Once you've identified areas for improvement and set goals, develop a plan to achieve them. This may involve making changes to processes, implementing new technologies, or providing additional training to employees.
  • Test: Implement your plan and test the changes you've made to the employee experience. Collect feedback from employees to ensure that the changes are having a positive impact.

By following these 5 pointers, you can create an effective employee journey map that will help you identify areas for improvement and set goals to achieve them. Remember to continuously monitor and improve the employee experience to ensure that your organization is providing the best possible environment for its employees.

But what are the personas of employees?

staff journey mapping

Personas play a crucial role in employee journey mapping as they help create a clear picture of the employees going through different journey stages. A persona is a fictional character that represents a group of employees with similar goals, needs, and behavior patterns.

Creating personas for employee journey maps is crucial in ensuring you accurately map the employee experience.

Here are some pointers to create personas for employee journey mapping:

  • Research: Start by researching your employees and gathering data on their needs, behaviors, and pain points. You can collect this data from surveys, interviews, and focus groups.
  • Segment your employees: Based on the data collected, segment your employees into different groups with similar needs, behaviors, and pain points.
  • Give them a name: Once you have segmented your employees, give each group a name that represents them.
  • Create a backstory: Create a backstory for each persona that outlines their journey, starting from their first interaction with the company to their current stage.
  • Identify their goals: Identify the goals and motivations of each persona. This will help you map out the touchpoints that can help them achieve their goals.
  • Understand their pain points: Identify the pain points for each persona. This will help you map out the touchpoints that can alleviate their pain points.
  • Add a face: Add a visual representation to each persona to make them feel more real.
  • Use personas to create empathy: Use personas to create empathy among the team and to help them understand the needs and pain points of different employees.
  • Continuously update personas: The needs and behaviors of employees change over time, so it’s important to continuously update your personas to ensure they accurately represent your employees.
  • Use personas to guide decision-making: Use personas to guide decision-making throughout the employee journey mapping process. This ensures that decisions are made considering the employee’s needs and pain points.

By using personas, you can create a more accurate and empathetic employee journey map that will help you improve the overall employee experience.

staff journey mapping

Have you ever thought about the employee journey from the employee's perspective?

As people leaders, it's important for us to put ourselves in our employees' shoes and understand how they experience their journey within the company.

From the day they first apply for a job to their last day of work, every touchpoint an employee has with the organization can impact their overall experience. This includes the hiring process, onboarding, performance evaluations, and even their exit interview.

As employees, they want to feel valued, respected and appreciated for the work they do. They want to feel like they're part of a team that is working together to achieve common goals. They want to have the resources and support they need to perform their job to the best of their abilities.

However, there are also challenges that employees face, such as navigating complex processes, dealing with office politics, and managing work-life balance. These challenges can impact employee engagement , motivation, and overall employee satisfaction with their job.

By listening to our employees' feedback and concerns, we can identify areas of improvement and make changes to enhance their journey within the organization. This benefits the employees and leads to increased productivity , retention , and a better company culture overall.

staff journey mapping

"It's not the destination, it's the journey"? Well, in the world of employee experience , that journey is known as the employee journey map. And just like any journey, it's made up of various touchpoints that shape an employee's experience.

What are these touchpoints, you may ask? They're every interaction an employee has with the company, from the moment they first hear about the job opportunity to the day they leave the company. These touchpoints can be divided into three categories:

  • Pre-hire touchpoints: This includes any interaction the employee has with the company before being hired, such as the application process, interviews, and pre-employment testing.
  • Core touchpoints: These are the primary interactions employees have during their employment, including onboarding, training, performance reviews, and development opportunities.
  • Post-employment touchpoints: Even after an employee leaves the company, there may still be interactions to consider, such as exit interviews, alumni networks, or opportunities for rehiring.
  • Culture integration touchpoints: Culture integration touchpoints involve the ways employees become acclimated to the organization's culture. For example, this could include participation in company-wide events, team-building activities, or orientation sessions that emphasize the company's values and mission.
  • Employee wellness program touchpoints: Employee wellness programs are a crucial touchpoint for promoting the well-being of your workforce. This includes initiatives like offering fitness classes, mental health resources, or wellness challenges that encourage a healthy lifestyle.

Some examples of specific touchpoints to consider at each stage include:

  • Pre-hire: Job postings, career fairs, recruiter emails, initial phone screens, skills assessments, and reference checks.
  • Core: Onboarding materials, orientation sessions, team introductions, benefits enrollment, regular check-ins with managers, skills training, and company events.
  • Post-employment: Exit surveys, alumni networks, rehiring programs, referrals, and employee retention programs to keep former employees engaged and connected to the company.
  • Culture integration: As part of culture integration touchpoints, you could organize regular team-building events, such as off-site retreats or virtual team-building activities, to help employees connect with their colleagues and foster a sense of camaraderie. 
  • Employee wellness programs: Wellness challenges, such as step competitions or nutrition initiatives, can encourage a healthy lifestyle, allowing employees to engage with and benefit from the company's wellness program.

By considering each touchpoint in the employee journey, companies can gain valuable insight into areas where they can improve the employee experience and opportunities to retain top talent and create a more positive workplace culture .

staff journey mapping

Employee journey mapping is a powerful tool to improve the overall employee experience and to identify areas for improvement in the HR department.

However, not all companies get it right. Here are some common mistakes that companies make while mapping the employee journey:

Skipping important touchpoints

Companies often forget to include critical touchpoints in the employee journey. These touchpoints can be small but essential in shaping the employee experience. For example, companies may forget to include touchpoints such as job offer acceptance, onboarding, or the first 90 days of employment.

Not involving employees

Employee journey mapping should be a collaborative effort between HR and employees. However, companies often forget to include employees in the process. By not involving employees, companies miss out on valuable insights that can help improve the overall employee experience.

Focusing on the positives only

Employee journey mapping should include both positive and negative experiences. Companies often make the mistake of only focusing on positive experiences, such as promotions or salary increases. However, it's equally important to identify negative experiences such as difficult coworkers, lack of recognition, or inadequate training.

Not linking to business outcomes

Employee journey mapping should be linked to business outcomes, such as employee engagement , retention, and productivity. Companies often forget to measure the impact of employee journey mapping on these critical business outcomes.

Assuming one size fits all

Employee journey map should be tailored to the needs of different employee personas. Companies often make the mistake of assuming that one size fits all. However, the employee experience varies based on the job role, department, and location.

Not prioritizing improvements

Employee journey maps should not just be a one-time exercise. Companies often make the mistake of not prioritizing improvements based on the impact they will have on the overall employee experience. Identifying quick wins and prioritizing improvements based on their impact on business outcomes is essential.

Not measuring success

Employee journey maps should be measured to track progress and identify areas for improvement continually. Companies often make the mistake of not measuring success, which makes it difficult to assess the impact of the employee journey map exercise.

Overcomplicating the process

Employee journey mapping should be a clear and straightforward process. However, some companies make the mistake of overcomplicating it with excessive detail or complex tools. This can lead to confusion and make it challenging to implement improvements effectively.

Neglecting technology

In the digital age, technology can streamline the employee journey mapping process and make it more accessible. Neglecting to use digital tools or software can be a significant oversight, as it can make data collection and analysis more efficient.

Lack of consistency

Consistency is crucial in mapping the employee journey, but some companies make the mistake of varying their approach for different departments or job roles. This inconsistency can result in an unequal employee experience, leading to disparities in engagement and satisfaction.

Not addressing turnover

Some companies focus solely on the current workforce and overlook the importance of understanding the journey of employees who have left the organization. Analyzing the reasons for their departure can provide valuable insights for reducing turnover in the future.

Ignoring the remote work experience

With the rise of remote work, it's essential to include touchpoints related to the remote employee experience in your journey map. Companies that fail to do this miss the opportunity to create a holistic employee journey that considers the unique needs of remote workers.

Companies need to avoid these common mistakes to create an employee journey map that truly reflects the employee experience and drives real results for the business.

staff journey mapping

Well, well, well, folks! We’ve come to the end of our journey mapping adventure. It’s time to put those maps to use and transform the employee experience. But wait, before you go, let me summarize the highlights of our journey together.

Firstly, we learned what employee journey mapping is and how it can improve the overall employee experience. We also explored the different stages of the employee journey and how to create an employee journey map.

We didn't forget about personas and how to incorporate them into our journey maps to make the employee experience more personal and relevant.

But wait, what about the mistakes companies often make? We can't forget those. We talked about the common mistakes companies make when mapping employee journeys so that you can avoid them and create a successful journey map.

Now, here’s where CultureMonkey comes in. The platform has everything you need to create a seamless employee experience journey map. With CultureMonkey, you can collect anonymous feedback at every stage of the employee lifecycle , identify gaps in your employee experience, and take action to improve the overall employee experience.

CultureMonkey offers a wide range of features, including pulse surveys , manager effectiveness surveys , eNPS , onboarding surveys, exit surveys, employee engagement surveys , and much more. With all these tools at your fingertips, you can take control of the employee experience and transform it into something amazing.

So there you have it - a complete guide to employee experience journey mapping. So take the time to understand their journey and use that knowledge to create a workplace they love. Happy mapping!

Employee experience journey mapping FAQs

How to design an employee journey map/steps to create an employee journey map.

To design an employee journey map, you should begin by identifying the employee journey stages, including pre-hire, onboarding, development, and separation. Then, create a list of touchpoints or interactions that an employee has with the organization at each stage. Finally, gather employee feedback through surveys , interviews, and focus groups to better understand their experiences.

What is experience journey mapping?

Experience journey mapping is the process of creating a visual representation of a person's journey as they interact with a company. It involves identifying all the touchpoints and interactions a person has with a company and mapping them out to understand the experience. The goal of experience journey mapping is to identify pain points and opportunities for improvement.

Is Journey Mapping an Agile approach?

Employee Journey Mapping is not necessarily an Agile approach but can be used in Agile methodology. It involves visualizing an employee's experience with the organization and identifying touchpoints where the company can improve the employee's experience. The Agile approach focuses on iterative and collaborative work to deliver value to the end-users.

What is the difference between workflow and journey map?

A workflow is a visual representation of a specific process, while an employee journey map is a comprehensive illustration of an employee's overall experience within the organization. A workflow focuses on a specific set of tasks and their sequence, while an employee journey map tracks the employee's interactions and experiences at different touchpoints within the organization.

Employee journey examples

Employee journey examples include the different touchpoints and experiences an employee goes through while working for a company, such as the recruitment process, onboarding, training, performance reviews, and career development opportunities. Other examples can include employee benefits, work-life balance , and company culture . By mapping out these different touchpoints, companies can identify areas for improvement.

Santhosh

Santhosh is a Sr. Content Marketer with 2+ years of experience. He loves to travel solo (though he doesn’t label them as vacations, they are) to explore, meet people, and learn new stories.

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Employee experience journey map: A complete guide + example + template

Today, we are all obsessed with the experience of the customer. However, only some seem to care about employee experience. This makes no sense whatsoever.

It is common to think that customers are the drivers of our business. And while this is true, imagine what would happen if all employees from your company decided to take a couple of days off, stay home, and watch Netflix? This would be a disaster. Yet, many companies still don't see the importance of designing a better employee experience.

  • 1 What is an employee journey?
  • 2 Benefits of employee journey mapping
  • 3 Employee experience journey mapping
  • 4 What to map?
  • 5 Employee journey stages
  • 6.1 Start with employee experience research
  • 6.2 Produce an employee persona
  • 6.3 Map the employee experience journey
  • 7 What’s next?
  • 8 Wrapping up

What is an employee journey?

employee journey definition

Put simply, an employee journey is the complete experience an individual has while they're employed at an organization, starting from the day they apply for the job until the day they leave. Such a journey includes every interaction they have with the organization, whether it's having a conversation with a manager, participating in a training session, or attending a team meeting. Think of it like a story that unfolds over time, each chapter representing a different part of the work life.

For example, consider Steve, who just got a job at a technology firm. His employee journey starts with applying for a job, getting an interview invitation, and having the interview. Then he has the second interview and receives the job offer, which moves Steve to the next stage — his first day of work, where he's welcomed by his colleagues and continues as he works on projects, receives feedback, and grows his skills. 

Over the years, Steve might get promoted, switch to different roles within the company, or take part in special programs. His journey captures all these experiences right up until his retirement party or the moment he leaves the company, capturing the entire arc of his career at the firm.

Benefits of employee journey mapping

employee journey mapping benefits

Why is it essential to know the state of your employees’ journeys and improve them? Many smart companies all over the world are using a very effective idea. They treat their employees really well, just like they do with their customers. 

They've figured out that this is super important. In this paragraph, we'll explain why this is a big deal and how it can make companies much better in today's world.

Here are a few down-to-earth points as to why you should take employee experience seriously:

  • Employee engagement means customer success. Did you know engaged employees are almost 90% less likely to leave their company compared to employees who have a low level of engagement? Leave alone the fact that engaged employees are a lot more productive.
  • Employees come at a great cost . And it’s not just about money. Customers do not interact with CEOs. They interact with front-desk staff, customer support, sales, you name it. Mistakes of these people may seriously damage your company’s reputation. That alone is a good reason to start thinking about designing a better employee experience.
  • Word of mouth. Finally, just like a great customer product, an outstanding employee experience gets spread by word of mouth. It becomes one of the ways you attract talented people to the company.
  • Enhanced onboarding and retention. By understanding the employee journey, organizations can create a more structured and engaging onboarding process. This will help new hires become productive more quickly and feel a greater sense of belonging, which can reduce turnover rates.

Now that we’re on the same page regarding the importance of designing a better experience for employees at a company, it’s time to proceed to actionable to-dos.

Read also: Case study on improving the employee journey

Employee experience journey mapping

employee experience mapping

One of the proven approaches to analyzing, understanding, and enhancing the employee experience and employee journeys is a great technique called customer journey mapping.

Not familiar with this subject? Check out our complete guide on creating a customer journey map .

The idea behind this technique is fairly simple: you take the journey people take when interacting with your business and break it down into stages. The next step is to look at each stage from different angles to get a complete picture of what the experience of this particular person may look like. In other words, a map of your employee’s journey helps you see through the eyes of your customer or, in our case, through the eyes of employees. 

There’s another similar technique called employee experience mapping. These two techniques are often used interchangeably, but it should be noted that experience mapping takes a broader view. It goes beyond chronicling the stages an employee goes through, delving into the qualitative aspects of an employee's daily life within the organization, their experience with it. This encompasses, for example, the emotional experiences of employees at various touchpoints, like participating in daily team meetings, using the company’s tools and technologies, or during interactions with leadership.

What to map?

drafting an employee journey map

First, it’s important to decide which part of the employee experience journey you want to start with. At this point, there are a couple of routes you may take:

  • High-level mapping. Obviously, it simply would take too much time to map the entire journey, as the employee lifecycle is way too long for one map. Unless you want to start with a high-level map and dive into details later as you dig more information. The downside of a high-level approach is that you won't get a lot out of it. The formula is fewer details = fewer insights.
  • Focus on a specific part of the journey. It would be a whole lot easier to start with something like onboarding. The best part about onboarding is that if you are an HR, you have just enough knowledge to take the first steps.
  • Identify the most problematic stage and start with it. However, it’s not that easy to tell which part is the most problematic without running research.

Employee journey stages

employee journey stages

As we’ve touched the employee journey stages, let’s consider some of the common ones to give you an idea of what to include in your employee experience journey map.

  • Attraction. This is the beginning of the journey, where potential employees first encounter the company brand or job opening. They form initial impressions about the company culture and values, and these impressions are often influenced by the company website, social media presence, and employer reviews.
  • Recruitment. The potential employee actively considers the job opening and applies for a position. This stage may encompass submitting applications, attending interviews, and communicating with the company's hiring team.
  • Hiring. This is when you make the job offer, and the candidate accepts it. 
  • Onboarding. The new employee starts their job, they get oriented and integrated into the organization. They learn about company policies, may undergo training for their specific role, and start building relationships with the team and managers.
  • Development. This stage involves the employee's growth within the organization. It includes receiving feedback, pursuing professional development opportunities, and potentially participating in mentoring or coaching programs.
  • Advancement. This is when the employee moves up within the company hierarchy through promotions or transfers. 
  • Exit. This is the final stage of the employee journey when the employee leaves the organization, whether for retirement, a new job, or other reasons. The exit process can include such substages as exit interviews, knowledge transfer, and the employee's transition out of the company.

Looking for more information about employee journey stages to add to your model of journey map? Check out our deck of cheat cards to look deeper into the stages and substages of employee journeys.

Three steps in designing an employee journey map

how to design an employee journey

Now, we will cover the basic steps for creating a full-fledged, true-to-love employee journey map.

Start with employee experience research

Employee research, often referred to as employee surveys or employee feedback programs, is of paramount importance for organizations across various industries. 

It involves collecting, analyzing, and acting upon feedback from employees to gain insights into their experiences, attitudes, and needs within the workplace. Here are some key reasons why employee research is important:

  • It enhances employee engagement. By understanding what engages or disengages employees, organizations can take targeted actions to boost engagement.
  • It supports informed decision-making. Employee research provides quantifiable insights, allowing leaders to allocate resources more effectively and prioritize initiatives that matter most to employees.
  • It helps measure progress. By conducting surveys periodically, organizations can track progress over time. They can see how their efforts to address employee concerns and improve the workplace have translated into tangible results.

In other words, employee research is a strategic tool that empowers organizations to create better workplaces, improve employee satisfaction, increase productivity, and drive overall success. It aligns the interests of employees and employers, contributing to a positive organizational culture and sustainable growth. 

employee experience research

So, you should always start with profound research. Otherwise, what exactly are we going to put on that map? And when it comes to interviewing employees, some really nice factors contribute to great research:

  • Employees are easy to get in touch with, and such research is inexpensive compared to customer research. Imagine a situation where you have to bring a bunch of customers for a focus group or an interview. Each has a different time availability and level of involvement. Plus, chances are they might want to have something in return. Whereas, employees are almost always there and ready to share their thoughts over a cup of coffee.
  • You have lots of data already. If you’ve been working in the company for a while, there’s probably enough information for you to start with employee journey mapping. And you can always talk to the HR department to get this information.
  • Co-creation opportunities. There is nothing better than inviting coworkers for a journey mapping workshop . And again, it’s much easier within a company than when you’re trying to bring in real customers.

In addition to employee feedback and interviews, it may also be helpful to review internal audit reports to gain a better understanding of potential areas for improvement in the employee experience journey.

Surely, there will be a conflict of interests and ethics issues, so be ready to get creative!

Before doing any kind of research, make sure you come up with a list of sources. They can be:

  • Employee feedback. If you are an HR, chances are you have a lot of info on hand that can be used for employee experience mapping.
  • Interviews with employees. Trust me, they have so much to say, and chances are they wanted to say it years ago.
  • Interviews with managers. They observe employees and are able to give you a whole different perspective on things.
  • Polls and surveys. Those can give a lot of quantitative data. And the best part is that polls can be anonymous.

Produce an employee persona

To truly empathize with employees, it’s vital to create an employee persona. It is a made-up person that is based on real employees. It should have some basic description as well as some of the details you found during the research phase: goals, motivations and frustrations, some background, and maybe even skills.

employee-persona-example

Meet Michael, our example, a young finance professional in the heart of NYC. With a year's experience under his belt, he aspired to land a job in a prestigious firm. Living with his brother's family in their cozy apartment, he found solace in their company but yearned for his own space. His daily routine includes job hunting between work, and his mind is always set on reaching the top of the corporate ladder.

You can have one, two, or multiple personas depending on your needs. To create your own persona, here's our guide with examples of how to create a persona in 7 steps .

Persona tool

Map the employee experience journey

Now, after the research has been done and personas have been created, it’s time to put everything on a map. The way you map an employee experience journey is the following:

  • Define the stages you need for your map

If we talk about the journey part that covers a new employee onboarding, there will be stages like awareness, research, first contact, phone screening, job interview, the hiring process, the first day, the list goes on. It is very likely that some stages will have multiple substages (especially the hiring process and job interview).

  • Decide on map layers or sections

These are layers of data you want to have on your map. Some of the commonly used journey map layers include employee goals, employee expectations, emotional experience, process, channels, touchpoints, and problems.

For each stage you defined, fill in the map sections with data about this stage. For example, write down the goals of the employee persona as well as their expectations or describe the process the employee persona goes through at each stage.

Feel free to add anything that can benefit you in the search for employee experience insights. If you feel like adding some quotes from real employees — it's great. Want to add a photo of the workplace for a new employee? Go ahead! 

In fact, if you're mapping employee experience in our journey mapping tool , multiple sections will help you capture all the details you might want to have in your map!

  • Find flaws and come up with solutions

Once you see the whole picture, you can start looking for roadblocks that prevent employees from, for example, getting the best onboarding experience.

Once you put roadblocks on the map, you can come up with ideas and solutions. In the end, you will have a map that looks somewhat like this:

employee-experience-journey-example

What’s next?

Once the journey map has been created, it serves as a valuable foundation for a positive employee experience. To ensure that their experience continually improves and stays aligned with the evolving needs of your company, consider the following actions:

  • Collect ongoing feedback. Encourage employees to provide feedback throughout their journey. This can be done through surveys, one-on-one discussions, or anonymous feedback channels. This feedback should be used to identify pain points and areas for improvement.
  • Regularly update the map. As processes and procedures change within your organization, update the map accordingly. This ensures that it remains an accurate reflection of the journey and can guide improvements effectively.
  • Implement quick wins. Identify low-hanging fruit or quick wins based on the map insights. These are small, immediate changes that can significantly improve the experience without requiring extensive resources or time.
  • Prioritize key touchpoints. Focus on the most critical touchpoints in the journey that have the greatest impact on the employee experience. Allocate resources and efforts to improve these areas first.
  • Involve cross-functional teams. Collaborate with HR, IT, training, and other departments to address issues and implement changes. A cross-functional approach ensures a holistic perspective and comprehensive solutions.
  • Set clear objectives. Define specific goals and objectives for improving the employee experience. This provides a clear direction for change initiatives and helps measure their success.
  • Training and development. Invest in training and development programs for managers and mentors involved in onboarding. Equip them with the skills and knowledge needed to support the company’s employees effectively.
  • Leverage technology. Use technology to streamline and automate parts of the onboarding process. This can reduce administrative burdens and create a more seamless experience for new hires.
  • Monitor progress. Continuously monitor the impact of changes on the employee experience. Key performance indicators (KPIs) should be tracked and analyzed to ensure that improvements are achieving the desired outcomes.
  • Employee involvement. Involve new employees in the co-creation of their onboarding journey. Seek their input and preferences to tailor the process to individual needs.
  • Celebrate successes. Acknowledge and celebrate successes and improvements at different stages of your employees’ journey. Positive reinforcement can motivate teams to keep making enhancements.
  • Stay compliant. Ensure that the onboarding process remains compliant with all relevant laws and regulations. Regularly review and update documentation as needed.
  • Communication and transparency. Maintain open and transparent communication with employees regarding changes in the onboarding process. Provide clear explanations and expectations to manage their experience effectively.

Remember, journey mapping is not a one-time activity; it should evolve alongside your company's growth and changing needs. By actively listening to employee feedback, making data-driven decisions, and continually refining the onboarding experience, your organization can create a positive and impactful journey for new employees from day one.

Wrapping up

Mapping the employee experience is undoubtedly a challenging undertaking, one that demands a significant amount of effort, time, and resources. However, the rewards that come with creating an exceptional workplace environment and a satisfied workforce are simply too compelling to ignore.

Good news: we have a library of free templates, including employee experience map templates, which you can use for high-level mapping. Either download a PDF file and print it out or create a map in our Journey Mapping Tool, tweak it as you like, and then export it to show all the insights you came up with! 

Related posts

Rate this post

How to create an impact map in 7 easy steps: A complete guide + examples

Thanks for the map. It’s a great template to start with for my company’s employee journey.

Katerina Kondrenko

You’re welcome, Chris! We also have templates for remote employee journey and an employee journey mapping whitepaper with expert advice. Be sure to check those out and happy mapping!

Tarik

Thank you for these employee journey mapping examples. Our problem is not so much with onboarding but with keeping people from leaving after 6-8 months. Do you have any advice on how to improve retention in the long run?

Sofia Grigoreva

Hi Tarik, you’re welcome! We do have some employee experience examples you could use for better retention, and a detailed breakdown of common stages people go after the probation period is over: annual performance evaluation, office events, paternity leave, skill upgrading, etc.

You can find them all in our filled-out template called “End-to-end employee journey map” right here: https://uxpressia.com/templates/education-and-career

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Employee Journey Mapping: Beginners Guide [FREE Template]

   Minute Read     Employee Engagement Performance & Culture

Employee Journey Mapping: Beginners Guide [FREE Template]

Table of Contents

Your employees’ experiences at work ultimately impacts the success of your business.

Employees who feel positive about their employer and their workplace are more engaged, productive and likely to stay at the company longer.

Mapping employee journeys can help organisations to better understand the different stages that employees go through during their employment lifecycle.

Employee journey mapping is a way to measure the employee experience at every stage of an employee's tenure at the company.

In this blog we’ll cover:

  • What is the Employee Journey?
  • What is Employee Journey Mapping?
  • What are the steps of an Employee Journey?

Employee Journey Mapping Examples

  • How do I make an Employee Journey Map?
  • Employee Journey Mapping FREE TEMPLATE

Before we begin, it’s important to know how to build better internal communications within your business. 

We recommend that you take a look at our guide  📖: Internal Communications: The Ultimate Guide

What Is the Employee Journey?

The employee journey is the time that an employee spends at a company, starting when the employee applies to the organisation and ending when the employee quits the organisation.

All the time in between these two moments and the experiences that the employee has is the employee journey.

staff journey mapping

Along the employee journey, there are key moments and memorable experiences that can have a lasting impact on employees’ opinions of their workplace.

An employee can likely remember the excitement of their first day at work - but they may not remember the second or third day. Pinpointing these important moments helps you build a strong foundation for a positive employee experience.

What Is Employee Journey Mapping?

An employee journey map is a visualisation of the timeline of the entire employee experience.

Similar to a customer journey map, an employee journey map is essentially plotting out the end to end experience of your employees. In many cases an employee journey map has been successful in improving employee experience, helping identify areas for improvement and setting out clear expectations of your employees.

The employee mapping process rakes the perspective of employees, emphasizing the moments that matter most to them. These moments range from day one on the job, to attending a company wide meeting and pursuing new training opportunities.

Additionally, it’s important to remember not one size fits all.

Just like a customer journey varies across the company, so can the employee journey. Journey maps should be there to assess the needs and goals of different types of employees.

You may want to consider creating employee personas, just as you would for your customers.

For example, a baby boomer who’s been at an organisation for decades and plans to retire soon will have a very different map compared to a millennial, or a recent graduate starting their professional career. 

It’s important to keep in mind that journey maps should also exist for employees who will resign.

Your employee journey map should include every stage of the lifecycle and should provide quick, visual starting points for evaluating the success of these touchpoints.

What Are the Steps of an Employee Journey?

Employee engagement had a 25.3% year over year change with an employee journey map compared to 10.8% of organisations who didn’t use journey maps.

Want to achieve this within your company?

We’ve made it easy for you, just follow these 10 simple steps!

For each part of the journey, you should ask the following questions: 

  • What is the employee trying to do?
  • What is the employee feeling?
  • What are the barriers?

1. Sourcing & Recruiting

Every employee journey starts with recruiting.

You should think about what your potential employees' first touchpoint with your organisation is. It could be from seeing your organisation at a career fair, have they found a friend that works there? Did they see an opening on Linkedin?

Then comes the application stage. Are you making sure the process of applying to a role is super convenient for the applicant?

Today’s employees are more empowered than ever before, and the current war for talent means organisations must invest more than ever before in online and offline recruitment.

2. Pre-Onboarding

So they’ve accepted the job offer. Now what? Do you just send them an email of when to come in and leave it as that? Or do you do more?

Once an employee has accepted an offer, before they step in the door, there are many ways to start engaging new hires.

Get them involved and acquainted with your culture by inviting them to join company social networks and pursue the latest company news.

Pre-boarding is valuable in easing anxieties that we all face when starting a new role.

3. Onboarding

The first day/week/month is always an integral part of the employee journey and is vital to have on your employee journey map.

According to Glassdoor , organisations with a strong onboarding process improve new hire retention by 82% and productivity by over 70%.

staff journey mapping

If they’re starting remotely (which is now commonplace), are they clear with what they should be doing to begin with? Have you organised a video call for them to introduce themselves to the rest of the team?

There are all essential things you need to be thinking about.

4. Compensation & Benefits

Enquiries about payroll and benefits policies can waste time for employees and HR. 

In fact 70% of HR time is spent on administration. Having a company intranet in place where employees can find everything they need all in one place helps the process easier and immediately drives engagement with new employees.

staff journey mapping

5. Ongoing Learning & Development

You want employees to be constantly learning in your organisation, but many companies struggle with providing ongoing learning and development.

One of the most common pieces of feedback on Glassdoor is the lack of career advancement and development. If you’re lacking in ongoing learning and development, employees will start to look elsewhere.

6. Ongoing Engagement

Now that an employee is settled into your organisation, you don’t want engagement to slide.

You want to keep employees engaged, connected and productive. A dedicated space for company news, policies and news makes it easy to access business-critical information and makes employees feel in the loop.

7. Rewards & Recognition

Employees want to see something come out of their hard work. They want to feel appreciated at work.

Get creative with your recognition ideas. After all, appreciated employees equals less turnover and higher engagement.

staff journey mapping

8. Performance Planning, Feedback & Review

Are you doing performance reviews yearly? Every few months? What about employee surveys? And most importantly, are you doing anything with your feedback?

The employee journey mapping process should include detailed information about when and how people will receive feedback on their performance.

staff journey mapping

Recommended Reading 📖: Employee Engagement Survey Questions

9. Advancement

To stay motivated and engaged over a long period of time, employees need to understand the KPIs and benchmarks that will determine when they move up the ladder during their journey.

10. Retire, Terminate, Resign

The end of the journey will be different for every employee. Perhaps an individual has spent decades at an organisation and is now planning to retire. Or someone might be leaving for another role.

At this stage in the journey, you need to consider those impacted around them. If someone leaves, retires or gets fired, how do you ensure their knowledge gets passed on? Consider how you break the news to other employees.

An important thing to remember is that just because they’re not at your organisation anymore, it doesn't necessarily mean their journey is over. Perhaps in the future, they could end up returning. Keeping in touch is great and it doesn't burn bridges. 

So, where should you start when creating an employee journey map?

And how do you make sure it fits everyone in your diverse workforce? 

Before we get into the specifics, here are some important guidelines for mapping an employee journey to make sure you create detailed employee journey maps and give your employees a great experience from the beginning to the end of their journey at your company. 

  • Segment your workforce
  • Create multiple employee journey maps
  • Survey your employees
  • Revide according to feedback
  • Measure your success every step of the way

staff journey mapping

How Do I Make an Employee Journey Map

Mapping employee journeys takes time. The most important step in every employee journey is mapping the process of engaging your own employees in order to better understand their needs.

Here are 4 must-follow steps for creating an employee journey map:

Build Employee Personas

Start off by taking a look around your organisation. Go talk with your employees and listen to them.

The key is to talk to as many people as you can, at various levels of seniority, with various teams and departments in your organisation. You should dig into the pain points, what they’re looking to achieve and behaviours.

Again, you can use the questions from earlier: 

Define Moments That Matter

In the previous section, we talked about building employee personas. Once you’ve talked to your employees you will start to identify moments that matter.

The best way to identify these moments is to ask employees for their own feedback. You can use regular employee pulse surveys, which are the quickest and easiest way to gather and analyse responses from your employees.

Research suggests that these are some of the moments employees see the most important.

Moments that matter in an employee journey

Set Measurements for Each of the Journey Components

After defining the moments that matter, it’s important to define measurement for each of the journey stages. This is a way to scale the entire process and keep improving it continually.

Each of the defined stages should have a set of KPIs or initiatives. Here are some examples of the goals you can set:

  • Improve your onboarding experience
  • Implement a solution for employees to give feedback
  • Create and launch learning and development programs
  • Implement regular pulse surveys to understand the state of employees’ experiences

Measure and Keep Improving

Your employee journey map should be an ongoing journey.

By starting with a solid foundation, talking to current employees, identifying your values and the steps of your organisation's employee journeys, you can begin to map out what yours will look like.

Looking for help in regards to building your employee journey map?

We’ve created a simple template for you to download to get you started!

Employee Journey Mapping Template

Are you ready to take the next step? Download our employee journey mapping template. Simple and easy to follow, the template will get your planning off to the best possible start.

staff journey mapping

What is the employee journey?

What is employee journey mapping, how do i make an employee journey map.

  • Build employee personas
  • Define moments that matter
  • Set measurements for each of the journey components
  • Measure and keep improving

staff journey mapping

Molly Southern

Molly is a Content & Design Executive at Oak Engage. Coming from a background in Design, she can tailor her marketing approach to specialise in both visual and written content within her role.

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staff journey mapping

Home Workforce

Employee Journey Map: What is It & How to Design It

employee-journey-map

Working life is quite a journey, so today, we will talk about the employee journey map and how to follow it up to understand our workforce’s journey better. It bases the construction of a map on the employee lifecycle.

To better understand your employees, you must create detailed maps of their journey and organize activities around their essential steps within a company.

This will allow you to plan your employee development, employee engagement and ensure you hit KPIs related to employee retention , productivity, and more.

What is an employee journey map?

An employee journey map is the visualization of a timeline of the complete employee experience . This data mapping process raises employees’ perspectives, emphasizing the moments that matter most to them.

It can be argued that the employee journey includes the employee’s touchpoints with your company, even when they are just candidates. However, most consider that the exact duration of the customer journey map is from the moment of hiring until the moment the employees leave the company.

Unlike the Customer Journey , the employee journey is closely related to the employee experience, so tracking it is an important step in improving the employee experience .

Learn About: Employee Lifecycle Management Software

Advantages of the employee journey mapping

Understanding the employee journey is crucial to its success, so it became an essential topic for HR teams. It is a helpful method of increasing employee spotlight & satisfaction, and loyalty by providing a better understanding of your needs at different times.

By understanding the employee journey, you will be able to:

Improve employee experience

Enhance employee satisfaction, decrease employee turnover, increase employee engagement, build a positive company culture.

LEARN ABOUT: Candidate Experience Survey

Stages of the employee journey map

There are several stages that every employee goes through, such as hiring, beginning employment, and retirement or resignation. However, every company is different, and it’s up to you to recognize and create employee journey touchpoints that help you give them the best experience and keep them working in your organization.

Here are all the proposed stages of the employee journey that you should include in your employee journey map:

stages-of-the-employee-journey-map

Recruitment

Incorporation, employee development, compensation and benefits , commitment and continuous communication with employees , employee recognition , employee feedback , employee promotion , personal events , exit from the company .

LEARN ABOUT:  Employee Rewards Ideas for Employee Engagement

How to create employee journey mapping

Where should you start to create an employee journey map? How can you make sure it suits everyone in your diverse workforce? 

Here are the steps to offer your employees a great experience from the beginning to the end of their stay in your organization: 

Segment your audience

Create multiple employee journey map, survey your employees, revise based on feedback, measure the success of your employees..

The employee journey map is essential to understand how your employees are experiencing their journey within your company. Armed with that information, you can improve the experience, transforming your organization from the ground up.

LEARN ABOUT: Workplace Employee Experience Examples

Start working on yours, talking to employees, identifying their values ​​and the steps they follow within your organization, so you can get some ideas on how to start mapping and integrating employee journey.

Learn more about how to get ongoing feedback from your employees and start taking action to positively impact your organization with  QuestionPro Workforce.

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Visual Tools To Optimize Employee Journey Mapping

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What is Employee Journey Mapping?

Employee journey mapping is a strategic approach used in HR management to visualize the entire lifecycle of an employee within an organization, from hiring to retirement. This technique helps in pinpointing various touchpoints where the employee interacts with the organization, which can significantly influence their overall experience and, consequently, organizational success.

What is an Employee Journey?

Hiring and onboarding

Training and development

Performance reviews

Promotions and career progression

Exit interviews and offboarding

Each of these stages offers unique opportunities for enhancing employee engagement and satisfaction, making it crucial for HR teams to carefully analyze and optimize these interactions.

Traditionally, employee journey mapping might have been conducted through simple checklists or basic flowcharts. However, with the advent of advanced visual tools like those offered by Creately , the process has transformed. Visual mapping techniques allow for more dynamic, interactive, and comprehensive representations of the employee journey. These tools not only facilitate a clearer understanding but also enable real-time collaboration among team members to iteratively refine the journey maps.

By integrating feedback directly into these visual maps, organizations can swiftly adapt and implement changes that enhance the employee experience, leading to improved team dynamics and productivity. This shift from traditional to visual mapping techniques represents a significant leap towards more effective and efficient HR management practices.

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Key Benefits of Visual Employee Journey Mapping

Visual tools in employee journey mapping offer transformative benefits that can significantly enhance the way organizations understand and engage with their employees. By leveraging these tools, HR teams can gain deeper insights into employee experiences, leading to more effective engagement strategies and improved organizational productivity.

Enhanced Understanding of Employee Experiences: Visual employee journey maps provide a clear and comprehensive view of the employee experience, helping HR teams to identify moments that matter most. This enhanced understanding facilitates the development of targeted engagement strategies that are more likely to improve employee satisfaction and retention.

Improved Team Dynamics and Productivity: Through targeted interventions based on insights gained from visual mapping, teams can work more cohesively. This not only boosts team morale but also enhances overall productivity, as employees feel more valued and understood.

Streamlined HR Processes: With tools like HR Planning Software , HR processes become more streamlined. Visual tools allow for the clear documentation and analysis of employee data, making processes like onboarding, training, and development more efficient.

Facilitation of Personalized Employee Development Plans: Visual maps enable HR teams to create personalized development plans that cater specifically to the needs and career goals of each employee, fostering better personal and professional growth.

Reduction in Employee Turnover: Proactive management of the employee experience through visual tools can significantly reduce turnover rates by addressing potential issues before they escalate, ensuring a more stable and engaged workforce.

What to Map in Employee Journey Mapping?

Effective employee journey mapping involves a detailed understanding of the various stages and touchpoints that an employee encounters throughout their career. By mapping these critical elements, organizations can significantly enhance employee experiences and streamline HR processes. Here’s what to focus on:

  • Key Stages and Touchpoints: From the initial onboarding to ongoing training, performance reviews, and eventually offboarding, each stage of the employee lifecycle offers unique opportunities for engagement and development. Mapping these stages helps in identifying areas for improvement and intervention.

Onboarding and Training: A smooth onboarding process sets the tone for the employee experience. It’s crucial to map out a comprehensive onboarding plan that integrates the new hires into the company culture and equips them with the necessary tools and knowledge. Consider using Visual Employee Journey Map Templates to design these processes.

Performance Reviews and Promotions: Regular assessments and recognitions are vital for employee motivation. Mapping out when and how performance evaluations and promotions occur can help maintain fairness and transparency within the organization.

  • Exit Interviews and Offboarding: The final stages of an employee’s journey can provide critical insights into the overall employee experience. Effective mapping of exit interviews and offboarding processes ensures valuable feedback is captured and addressed.
  • Incorporating Feedback Loops: Continuous improvement is key in employee journey mapping. Integrating feedback mechanisms at various stages allows for real-time updates and enhancements to the journey maps, ensuring they remain relevant and effective.

Stages of the Employee Journey

Understanding the stages of the employee journey is crucial for effective employee journey mapping . From recruitment to retirement, each stage presents unique opportunities and challenges that can significantly impact employee engagement and retention.

Recruitment: The initial contact and attraction of potential employees. This stage sets the tone for the organizational relationship.

Onboarding: Critical for employee integration, involving training and initial assessments to ensure a smooth transition into the company.

Development: Ongoing training and professional growth opportunities to maintain employee engagement and adaptability.

Retention: Strategies to keep employees motivated and committed to the company.

Retirement: Transition strategies that honor the employee’s contributions and encourage ongoing association with the company.

Aligning these journey stages with organizational goals is essential for maximizing employee potential and achieving business objectives. For instance, during the onboarding stage, integrating tools like Creately’s Employee Onboarding Template can streamline processes and enhance the initial employee experience.

Each stage of the employee journey offers distinct touchpoints that, when effectively managed, can lead to improved employee satisfaction and productivity. By customizing journey stages based on organizational roles and departments, companies can foster a more engaged and productive workforce.

Designing Effective Employee Journey Maps

Designing an effective employee journey map is crucial for enhancing the overall employee experience and optimizing organizational productivity. This comprehensive guide will walk you through the essential steps to create a visual employee journey map that not only captures the essence of your employees' experiences but also aligns with your organizational goals.

Step 1: Segment Your Employees

Begin by segmenting your workforce into distinct groups based on their roles, departments, or career stages. This segmentation allows for a more tailored approach to mapping, ensuring that each map is relevant and specific to the group it represents.

Step 2: Establish the Journey for Each Persona

For each employee segment, establish a clear and detailed journey. Consider the unique touchpoints, challenges, and opportunities that each persona might encounter. This step is crucial in making the journey map actionable and insightful.

Step 3: Map Feedback and Insights to the Employee Journey

Incorporate real-time feedback and insights into your journey maps. Use tools like Employee Journey Map Templates to dynamically update the maps based on employee feedback, ensuring they always reflect current experiences and sentiments.

Step 4: Identify Value Creation Opportunities

Identify key areas within the journey maps where your organization can create additional value for employees. This might include enhanced training programs, better career development opportunities, or improved work-life balance initiatives.

Step 5: Revise the Journey Map

Regularly review and update the journey maps. As your organization evolves, so too should your employee journey maps. This iterative process ensures that the maps remain relevant and continue to provide valuable insights into employee experiences and organizational dynamics.

The Do’s and Don’ts of Employee Journey Mapping

Mastering employee journey mapping is crucial for enhancing employee experiences and organizational efficiency. However, there are essential best practices to follow and common pitfalls to avoid to ensure the effectiveness of your journey maps.

Best Practices

Regularly Update Journey Maps: The employee experience is dynamic, so your journey maps should be too. Regular revisions keep your maps relevant and reflective of current employee needs and organizational changes.

Ensure Data Privacy : When mapping sensitive stages like onboarding or exit, it’s crucial to maintain high standards of data privacy and security to protect employee information.

Include Diverse Perspectives: Incorporate inputs from a wide range of employees to ensure your journey maps are inclusive and represent diverse employee experiences.

Common Pitfalls

  • Overlooking Employee Feedback: Neglecting feedback can lead to outdated or irrelevant journey maps. Utilize tools like Employee Development Plan to integrate continuous feedback into your maps.

Ignoring Individual Differences: Avoid one-size-fits-all maps. Customize journey maps to accommodate different career paths, departments, and individual needs.

Failing to Align with Organizational Goals: Employee journey maps should support broader business objectives. Misalignment can lead to ineffective HR strategies and reduced employee engagement.

How Creately Supports Effective Employee Journey Mapping

Employee journey mapping is a crucial aspect of HR management, and Creately offers robust tools to enhance this process. With its interactive mapping interfaces and real-time collaboration tools, Creately provides a dynamic platform for creating comprehensive employee journey maps.

Interactive Mapping Interfaces: Creately’s user-friendly interfaces allow HR teams to visualize each stage of the employee journey effortlessly. This visualization aids in identifying critical touchpoints and opportunities for engagement and development.

Real-Time Collaboration Tools: These tools enable multiple team members to work on the journey map simultaneously, ensuring that all insights and inputs are integrated in real time. This feature is particularly beneficial for remote teams looking to maintain synchronization across different geographies.

Multiple Visual Frameworks for HR Planning: Creately supports various visual frameworks, which can be tailored to fit the unique needs of any organization, enhancing the clarity and effectiveness of the employee journey maps.

Central Canvas: This feature provides a single point of reference for all journey mapping activities, helping to maintain organizational clarity and ensuring that all team members are aligned with the HR strategies.

Visual tools like Creately revolutionize employee journey mapping by transforming static processes into dynamic, interactive experiences. This enhanced approach provides HR teams with deeper insights into employee touchpoints, fostering engagement and productivity. By continuously updating maps with real-time feedback, organizations can create more personalized and efficient HR strategies, ultimately leading to a more satisfied and committed workforce.

Join over thousands of organizations that use Creately to brainstorm, plan, analyze, and execute their projects successfully.

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Chiraag George is a communication specialist here at Creately. He is a marketing junkie that is fascinated by how brands occupy consumer mind space. A lover of all things tech, he writes a lot about the intersection of technology, branding and culture at large.

20+ User Journey Map Examples and Templates

13 min read

20+ User Journey Map Examples and Templates cover

Looking at user journey map examples can help you come up with a visual representation of your customer’s journey.

Customer journey mapping research also allows you to identify areas of opportunity in your processes and plan to reduce those friction points. For instance, you might discover that you need user onboarding software to retain users after the first three months.

So, we’ve compiled 20+ examples and templates of customer journey maps to help you get inspired.

Let’s get started!

  • A user journey map is a document that shares the steps a user must follow to accomplish a goal. It can also include sentiments, thoughts, and friction points.
  • The terms user journey maps and customer journey maps are usually interchangeable. These are similar because they both tell the story of a customer’s journey . However, they vary in scope, definitions, and goals.
  • For instance, a user journey map is usually reduced to a specific product or service; while a customer journey map shows the end-to-end of a customer’s activities involving your product or service, e.g., advertising.
  • The touchpoints in a user journey map refer to in-app experiences, and customer touchpoints in a journey map refer to every interaction the customer has with your app.
  • Usually, the user journey map influences product design, while the customer journey map informs business strategies.
  • There are four types of customer journey maps:
  • Current-state maps. To illustrate the customer journey in the present.
  • Future-state maps. To speculate on potential user journeys in the future.
  • Day-in-the-life maps. To show what a user does in relation or without any link to your product/service.
  • Service-blueprint maps. To define everything that needs to happen internally to properly serve users.
  • Examples of user and customer journey maps include companies like Hubspot, Zoom, Mailchimp, Dropbox, and Userpilot.
  • Templates of user journey maps include service blueprints, customer empathy maps, user touchpoints, and effective journey maps.
  • Did you identify friction points in your user onboarding? Try Userpilot , the all-in-one product adoption platform that’ll help you improve your onboarding experience and boost retention rates. Get a demo .

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What is a user journey map?

A user journey map is a document that shows the steps a user follows to reach a goal with your product or service. It’s usually used for UX visualization as it tells the story of a person navigating your product and their interaction with different touchpoints.

This document also helps you gather information about the user and the functionality they find most relevant.

In your first version of a user journey map, you may only add the user’s actions. But as you expand it, you should also add their emotions and thoughts.

User journey maps vs customer journey maps

User journey maps and customer journey maps are almost interchangeable terms. They both show the road a person takes to achieve goals and help improve the user experience .

However, these vary in scope, definitions, and goals:

  • Scope. User journey maps usually showcase the way a user experiences and interacts with a specific product or service. On the other hand, customer journey maps visualize the end-to-end experience of a customer across various brand touchpoints.
  • Definitions. The word ‘touchpoints’ has different meanings in each case. A touchpoint in a user journey map refers to interface interactions and in-app experiences. However, a touchpoint in a customer journey map means every moment a customer interacts with or becomes aware of your brand — e.g., advertisements, customer support, or at checkout.
  • Goals. User journey maps are useful to influence product design improvements. The insights of a customer journey map , usually inform broader business strategies and customer engagement efforts.

Types of user and customer journey maps

Using customer or user journey maps for different purposes allows you to influence different aspects of your business. For instance, a day-in-the-life journey map lets you spot areas of your customer’s routine where you can participate.

Here are different types of user and customer journey visualization to implement in your business:

  • Current-state map. Illustrates the critical user journey as it is now. It helps you visualize the current state of the user experience based on facts. This type of journey map allows you to identify the strengths and opportunities of your current process.
  • Future-state map. Design how you wish the customers’ journey could look in the future. This type is aspirational and it’s useful when speculating potential customer paths. It’s mostly based on data from the current state map and creativity.
  • Day-in-the-life map. Lists everything a customer does throughout the day despite those actions being related to your brand. A day-in-the-life map gives you an overall understanding of who your customer is, how they spend their time, and where your company falls. This map is based on user research data.
  • Service-blueprint map. This is an internal document that states all the actions, policies, and processes that go behind customer-facing services. The service blueprint is usually for employees to know what they need to do to meet the customer across the journey.

User and customer journey map examples

Take a look at examples of user and customer journey maps from successful businesses and get inspired to draft your own.

1. Userpilot’s current user state journey map

Userpilot’s user journey map

To examine the user’s current state, you can use Userpilot to perform a path analysis .

With path analysis, you can identify and understand how users navigate through your product, pinpointing the key interactions and touchpoints they encounter.

For example, to optimize conversion , you can look into how enterprise users navigate toward the conversion point. Then you can use the discovered insights to replicate the experience for new users.

2. Spotify’s music-sharing user journey map

Spotify's journey map for the music sharing experience

Spotify is a music streaming platform with various features. This example shows a detailed view of a Spotify user’s journey when sharing music with friends and family.

The image shows the steps the user takes to find and share music as well as their thoughts, emotions, touchpoints, and actors. It starts with a user opening Spotify to listen to music at work. They look up the different playlists and feel excited to see the suggestions.

Once they find a song that makes them feel happy, they share it with a friend by sending the link through WhatsApp. They follow up and wait for an answer.

This example is particularly interesting since it includes the actions, thoughts, and sentiments of two different personas.

3. Uber’s first experience user journey map

Uber's new customer journey map

Uber is a popular transportation company for booking rides. This current-stage customer journey map shows all the steps a user takes from the moment they choose to use Uber as a new user, up to when they arrive at their destination.

It includes screenshots that show exactly what the user sees when they go through each of the customer journey stages.

This example includes goals from the persona on the side. It also includes verbatim thoughts and emotion tags that give you deeper insights into the target persona.

The bottom part of the map shares critical insights that help marketing and sales teams understand the user on a deeper level and improve their experience.

4. Dropbox’s customer journey map

Dropbox’s user journey map from the awareness stage.

This journey map includes the user persona’s jobs-to-be-done (JBTD) and the path they follow from the problem-awareness stage.

Since Dropbox is a cloud storage platform, using it for business affects the day-to-day of all workers. Hence, this map includes a clever section named “cast” which includes the profiles of everyone who’ll be affected by the decision to use Dropbox.

As you can see, Sophia starts her journey when she discovers Dropbox. She researches alternatives, books a demo, and signs up for the application.

This looks like a future state journey map as it seems quite simplified for a current state map.

5. Mailchimp’s day-in-the-life customer journey map

Example of day in the life journey map for Mailchimp

Mailchimp is a popular email marketing platform. The customer journey map captures everything a marketing worker named Dani does every two weeks.

This customer journey map compiles all the little tasks she does before, during, and after she sends a marketing email.

It’s considered a day-in-the-life map rather than a current-state one because it includes more detail than simply outlining the steps Dani takes to send an email. Instead, it includes the digressions she takes before actually completing the task, as well as emotions and areas of opportunity.

6. Hubspot’s customer journey map

Hubspot’s comprehensive customer journey map

This platform offers multiple services for managing a business. This is the current state of Hubspot’s customer journey . It shows everything a user does from the moment they become dissatisfied with previous tools.

This map explains in detail how customers interact with Hubspot until they become paying users. It also includes all the other actors involved, the factors that lead to a positive or negative experience, and the decision points.

This map also includes thoughts and sentiments, friction points, customer touchpoints, and internal actors involved.

7. Netflix’s customer journey map

Netflix's customer journey map for watching a show

Similar to the Mailchimp example, this customer journey map explains the macro steps a user like Jen takes to watch a movie on Netflix.

As a media streaming platform, Netflix’s algorithm comes up with movies and TV show recommendations. This map shows how Jen disregards those recommendations and searches for a different movie instead, making it an area of opportunity for the Netflix team.

As part of the analysis, this map also includes Jen’s pain points, motivators, and emotions. This is an example of how breaking the journey down into smaller goals can simplify spotting friction points by showing an end-to-end process on a single screen.

8. Canva’s user journey map

Customer journey map for Canva

Canva is an online graphic design platform, mostly suited for non-designers. This user map tells the story of Laura, a woman who isn’t a designer but wants to build beautiful flyers to promote her hobby.

As you see, the map walks us through the process of building a new design. It starts with Laura creating a board and ends when she exports the design. Similarly to the Netflix example, this journey map is also restricted to one scenario.

This user journey also includes actions, pain points, goals, expectations, and thoughts across the phases.

9. Zoom’s user journey map

Zoom for teachers' customer journey map

This popular online meeting platform serves different purposes. This example is about Zoom for teachers and it’s broken down into three main categories: Action, emotions, and thinking.

This user journey map explains what a teacher does to give online lectures. It’s separated into five main action buckets with a breakdown of the tasks that go into each bucket. For example, for a teacher to “Start teaching” they need to open Zoom and roll the call.

You can also see how the teachers’ emotions and thoughts vary throughout the session. Plus, the design of this map lets us quickly identify opportunities just by looking at the emojis.

10. HeartiCraft’s user journey map

HeartiCraft's user journey map

HeartiCraft is an online store for people who want to buy handcrafted products. The experience begins when the user researches and finds the website and ends when they decide to buy again.

It’s an interesting view of a user journey map as it exposes where HeartiCraft shines but also where it fails to delight users.

This map highlights four different stages and includes all the actions, thoughts and feelings, pain points, and delights under each of them.

11. Say Yeah!’s customer journey map

Say Yeah!'s elder care customer journey map

This company helps businesses deliver products and services that better serve neurodiverse users. To analyze this customer journey , you need to place your eyes on the left side of the screen and skim through the stages.

As you can see, this is the journey of an adult child looking for health support for their parents. It starts at the moment they discover a problem and ends after they’ve made a purchase.

This map includes the tasks, actors, emotions, media, tactics, and the thinking process of the user across the stages. It also shows how relevant each of those moments is for serving the customer properly.

12. Gartner’s B2B customer buying journey map

B2B buying journey illustrative example

As a consulting firm, Gartner has a deep understanding of the B2B sales process. You can see that in this example because it paints the B2B buyer’s journey as a non-linear path.

This is likely informed by historic customer behavior, journey analytics , and user research. In the map, you’ll see four main actions across the user’s journey that allow them to buy a product.

However, there are internal discrepancies that Gartner manages to capture in this map. For example, showing that the person meeting with the company isn’t necessarily the decision maker and needs to go back and get the CEO’s approval before agreeing to make a purchase.

13. Service blueprint map for technical support

Example of a service blueprint for tech support

As mentioned above, a service journey map helps employees know what needs to happen internally to power customer-facing tasks. In this example, we can see how systems are interconnected and linked to company policies.

This map also shows the actions employees take to provide service, including the invisible back-end tasks and the evidence that supports each action.

Templates for user and customer journey mapping process

Explore the different templates included on this list, and edit them to fit your customer journeys:

1. User journey map template in Figma

User journey map template on Figma

You can leverage this template on Figma for your customer journey mapping exercise and uncover user activities and emotions across different stages – from realizing their needs to becoming a paid customer.

It allows you to add what you expect the user’s emotions, experience, and expectations to be at each of the stages.

You can include as many ideas as you wish on this canvas or even invite your teams to work on this together.

2. User empathy mapping template in Notion

Template to build an empathy map on Notion

An empathy map compiles your target user’s feelings, thoughts, and behaviors.

This Notion template follows the classical approach by including the four main categories:

  • Says. Direct quotes or statements that provide insight into the user’s thoughts and opinions.
  • Thinks. Reflects the user’s thoughts, beliefs, and feelings.
  • Does . Includes what the user does in real life or during their interaction with a product or service.
  • Feels . Fears, frustrations, joys, and other emotional responses.

3. Future state customer journey map template from Xtensio

Template of a future state customer journey map.

Use your creativity and your current state journey map to fill out this template. Explore alternative customer paths to offer a better customer experience.

This template includes space to add:

  • Stages of the journey.
  • User’s thoughts and feelings.
  • Actions and touchpoints.
  • How this map is different from the current journey.

4. Service blueprint customer journey map template from Miro

Service blueprint template created by Userpilot on Miro

This is a typical service blueprint template. Miro lets you edit it to your liking by following these steps:

  • Define the customer service scenario to investigate.
  • Plot customer actions in chronological order.
  • Lay out processes, actors, and support systems.
  • Add roles and responsibilities by specifying interactions, visibility, and internal actions.
  • Illustrate cross-functional relationships.

5. Customer journey map template from Mural

Customer journey template view on Mural

Use Mural’s customer journey map template to have a better understanding of your target audience’s touchpoints, needs, motivations, and barriers.

Here you can:

  • Establish a customer scenario, e.g., buying a shirt online.
  • Define the customer steps, including big and small actions.
  • List all customer interactions with your brand, either in physical or digital touchpoints.
  • Determine your customer’s goals and motivations.
  • Highlight the positive moments at each stage.
  • Define the negative or frustrating moments across the journey.

6. Customer journey map template from Canva

Canva’s template for a customer journey map

Find many different customer journey map templates on Canva. These all let you edit the customer actions across stages, and depending on the option that you choose, you’ll also be able to add the user’s:

  • Emotions and feelings.
  • Thinking process.
  • Physical or digital touchpoints.
  • Barriers or pain points.
  • Solutions to barriers.

7. Customer touchpoint map template from InVision

InVision's customer touchpoint map template

Map out the customer touchpoints on this InVision template. Here, you’ll be able to list all the different interactions between the user and your business, as well as mention all the involved actors. You can break down the actions by stages and teams.

8. Customer journey mapping template from Slidesgo

Slidesgo's customer journey map template

Slidesgo provides you with 29 customer journey mapping examples. You can choose the design that piques your interest the most and add the different stages, touchpoints, actions, and sentiments. These designs are mostly suited for journeys of up to five steps.

9. B2B customer journey map template from UXPressia

B2B customer journey map template on UXPressia

UXPressia developed a set of B2B/B2C customer journey map templates for you to use. This mix also includes persona templates to guide you when creating personas for your journey maps.

You can use these templates as-is to guide your thinking or adapt them to fit your specific project needs.

10. Customer journey map template from Conceptboard

Conceptboard's customer journey map template

This customer journey map template is a classical one. Open the file with a clear understanding of your user persona.

There, you’ll be able to add customer data concerning each stage, more specifically regarding their:

  • Touchpoints and channels.
  • Overall experience.
  • Pain points.
  • Areas of improvement.

Exploring user journey map examples can inspire you to enhance your customers’ experience by pinpointing critical areas, such as better onboarding processes.

To create an effective customer journey map, you need a deep understanding of your user and a clear mapping path, i.e., via conducting user interviews and contextual research.

Userpilot is an all-in-one product platform that can equip you with actionable customer journey insights. Get a demo to explore our powerful analytics capabilities!

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Elaborate on research from your Discovery phase.

Journey mapping

A visualization of the major interactions shaping a user’s experience of a product or service.

To provide design teams with a bird’s-eye view of a service that helps them see the sequence of interactions that make up a user’s experience including the complexity, successes, pain points, and emotions users experience from the earliest phases of researching a product or service all the way through adoption.

How to do it

  • People involved and their related goals
  • Their behaviors in pursuit of their goals
  • Information, devices, and services that support their behaviors
  • Important moments in how they experience a service or major decisions they make
  • The emotions associated with these moments or decisions
  • Potential harms (e.g. financial penalties, anxiety, damaged reputation) associated with these moments or decisions
  • Visualize the order in which people exhibit behaviors, use information, make decisions, and feel emotions. Group elements into a table of “phases” related to the personal narrative of each persona . Identify where personas share contextual components.
  • Discuss the map with stakeholders. Point out insights it offers. Use these insights to establish design principles . Think about how to collapse or accelerate a customer’s journey through the various phases. Incorporate this information into the project’s scope.

Additional resources

  • 3-part series on the what, why, and how of journey mapping — GSA Customer Experience Center of Excellence

Considerations for use in government

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IMAGES

  1. Employee Journey Mapping

    staff journey mapping

  2. Journey Mapping: Attract and Retain Employees by Mapping the Employee

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  3. Key Moments of The Employee Journey Map: [Template]

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  4. The Basics of Employee Journey Mapping

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  5. A Guide To Employee Journey Mapping For 2023 (And Beyond)

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  6. Employee Journey Mapping: How to Make Each Experience Count

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VIDEO

  1. How to Journey Map for beginners in 2023

  2. [ELRP] Mapping servers with Staff

  3. Customer Journey Mapping

  4. kabutar Marathi mare the pardon nahin marte chodoo curricula staff journey dream

  5. Customer & Patient Journey Mapping for Marketing Course Trailer

  6. Mother-Daughter Journey: Manpreet Kaur's Surgery Experience at Fortis Hospital Ludhiana

COMMENTS

  1. Employee Journey Mapping: The 6 Essential Steps

    Employee journey mapping allows you to: Align the organization on a common view of the actual employee experience. Focus the EX program on moments that matter most. Facilitate employee-centric thinking and actions. Prioritize resources and funding. Clarify critical roles within the organization and moments that matter most.

  2. A Guide to Employee Journey Mapping

    Benefits of the employee journey mapping process include: Visualizing each employee's experience at your company. Illuminating holes or areas for improvement in your current employee experience. Enabling more accurate job descriptions. Informing budget allocation for initiatives that boost retention and engagement.

  3. How to design an employee journey map (with template)

    5 steps to create your own employee journey map. 1. Understand your 'why'. As an HR leader, you serve a crucial role in advocating for the employee experience and driving the mapping process. But, as with any map, you need to know where you want to go before you understand the kind of map you need. Work with a team that includes leaders from ...

  4. Employee journey mapping: everything you need to know

    Employee journey mapping is the process of creating a defined timeline that covers each stage of the employee lifecycle. The aim is to identify the 'moments that matter' for employees so that you can improve each touchpoint and offer the best possible employee experience. That way, you can build an engaged, loyal and productive workforce.

  5. Employee journey mapping: How to get started (includes template)

    An Employee Journey Map helps define and prioritize the work that needs to be done to ensure that the employee experience is top-notch. It encompasses all of the experiences of an employee, including the moments that matter, from before their first day on the job until after their last day.. This blog explains the stages of the employee journey, what exactly an employee journey map is and why ...

  6. Employee Journey Mapping: How to Design, Steps and Benefits

    The employee journey mapping process involves a few key steps. First, organizations must define the employee personas to map. Next, they map the journey, delineating critical touchpoints at each step. Then, they gather feedback at each step to analyze the experiences and adjust the journey map. Read on as we explore each of these in more detail.

  7. How to Create an Employee Journey Map

    Use this information to build your employee persona. Step 2: Identify personas to prioritize as well as touchpoints within the employee experiences across five stages: recruitment, onboarding, development, retention, and exit. Step 3: Map the employee journeys for each persona. Step 4: Collect employee feedback.

  8. Guide to Employee Experience Journey Mapping & Template

    Employee journey maps help chart and visualize the end-to-end experience of working at your company from the perspectives of your team members. Their primary purpose is to highlight the employee's point of view and uncover inefficiencies and areas for improvement. They can also provide an overview of the internal processes and roles recruiters ...

  9. Employee Journey Mapping: How to Increase Retention

    Here's how to start building your employee journey: 1. Segment your employees. Throughout the organisation you're likely to have plenty of different employee personas, and their interactions with the company will be very different. So start by identifying your employee segments. Ideally it should be based on their interactions with the ...

  10. How Employee Journey Mapping can Change the Employee Experience

    Identifying the most important points in the employee journey for your organization can be done through a technique called employee journey mapping. The objective is to identify and chronologically list the 'moments that matter' for the employee. This technique first takes a quantitative approach.

  11. Employee Journey Mapping: Ultimate Guide

    Definition of employee journey mapping. Employee journey mapping is a strategic process companies use to understand, analyze, and optimize the entire lifecycle of an employee. This process involves creating a visual representation of the employee's experience, from the initial contact during recruitment to their exit or retirement.

  12. A Comprehensive Guide To Employee Journey Mapping

    Step 4: Map the employee journey. Visualize the employee journey on a map that reflects the employee experience. You can use a simple diagram or a detailed chart to include emotional highs and lows at different stages. The insights and feedback collected from employees can be added to the map.

  13. Employee Journey Mapping: Improve Your Employee Experience

    Employee journey mapping is a way to track the key stages and experiences in the employee journey. Create a chronological chart to visually capture and examine each step of the employee experience. Discuss the different stages and look for strengths and weaknesses of each. The concept is derived from customer journey mapping, a method that ...

  14. Employee experience journey mapping

    Employee journey mapping also fosters inclusivity. It ensures that the employee experience is uniform and supportive across various departments and roles, creating a workplace where everyone feels equally valued and respected. Strengthens leadership development: Your journey map can become a powerful tool for leadership development.

  15. Employee Journey Mapping: A Complete Guide

    5. Map the employee journey. Identify key phases: Break down the employee lifecycle into the key phases (e.g., recruitment, onboarding, development, retention, exit). Detail experiences in each phase: For each phase, map out the key experiences, touchpoints, emotions, and actions of the employees. Pain points and moments of truth: Identify any ...

  16. A Guide for Mapping the Employee Journey and Experience

    Examine the journey's transition from one stage to another in order to identify areas in which employees feel lost or disengaged. 5. Refine the journey experience map based on employee feedback. Creating an employee journey map isn't a one-time process — paths are subject to frequent changes.

  17. Employee Experience Journey Mapping Guide + Example + Template

    Some of the commonly used journey map layers include employee goals, employee expectations, emotional experience, process, channels, touchpoints, and problems. Map it out. For each stage you defined, fill in the map sections with data about this stage. For example, write down the goals of the employee persona as well as their expectations or ...

  18. Employee Journey Mapping: Beginners Guide

    3. Onboarding. The first day/week/month is always an integral part of the employee journey and is vital to have on your employee journey map. According to Glassdoor, organisations with a strong onboarding process improve new hire retention by 82% and productivity by over 70%.

  19. 10 Steps to Create a Strong Employee Journey Map

    Tell them how to sign up for the internal company newsletter so that they can stay on top of the latest happenings. 3. Onboarding Stage. A new employee, whether they are working in house or online, should be able to look forward to a smooth and positive transition when they start their new job.

  20. Employee Journey Map: What is It & How to Design It

    An employee journey map is the visualization of a timeline of the complete employee experience. This data mapping process raises employees' perspectives, emphasizing the moments that matter most to them. It can be argued that the employee journey includes the employee's touchpoints with your company, even when they are just candidates.

  21. PDF Employee Journey Mapping Toolkit

    Our Employee Journey Mapping Toolkit is designed to share templates, how-tos, and tips to help you embark on a successful employee journey mapping initiative. It is based on our real-world experiences working with companies on employee experience projects and includes actionable tools to help you hit the ground running on engaging employees.

  22. The Basics of Employee Journey Mapping

    Employee journey maps are exactly what they sound like—"maps" of the journeys your organization's employees experience during their time there, from the moment they apply to the moment they leave. Here's the definition The Predictive Index, the company behind some well-known talent optimization assessments, gives: "Collectively, the ...

  23. Map Your Employee Journey (Example & Template)

    We recommend using an organizational tool to keep all your information in one place for easier mapping and tracking. For example, you can use visual collaboration tools like Miro boards to create and repeat your journey map templates across each persona. 4. Gather feedback on the employee experience.

  24. Visual Tools To Optimize Employee Journey Mapping

    Employee journey mapping is a strategic approach used in HR management to visualize the entire lifecycle of an employee within an organization, from hiring to retirement. This technique helps in pinpointing various touchpoints where the employee interacts with the organization, which can significantly influence their overall experience and ...

  25. Boost Engagement And Productivity With An Employee Journey Map

    An employee journey map is a visual tool that outlines the key stages and emotional states an employee experiences throughout their tenure at your company. Subscribe To Newsletters BETA

  26. 20+ User Journey Map Examples and Templates

    This journey map includes the user persona's jobs-to-be-done (JBTD) and the path they follow from the problem-awareness stage. Since Dropbox is a cloud storage platform, using it for business affects the day-to-day of all workers. Hence, this map includes a clever section named "cast" which includes the profiles of everyone who'll be ...

  27. Journey mapping

    Journey mapping What A visualization of the major interactions shaping a user's experience of a product or service. Why To provide design teams with a bird's-eye view of a service that helps them see the sequence of interactions that make up a user's experience including the complexity, successes, pain points, and emotions users ...