Employee Life Cycle (ELC)

The model known as the employee life cycle (ELC), is a fantastic way to visualisation of your employee’ and how they engage with you. There are six stages of employee engagement.

As we know well Employee Life cycle (ELC) model, there are six stages of engagement an organisation has with an employee. These six stages can be illustrate and perpetual life cycle.

Six Stages are

Organization Strategy & Attraction Recruitment
Performance Development
Succession Transition

If we talk about the Employee Life cycle its help in the maximizing the business volumes.


Organization Strategy &Attraction

The first stage of the employee life cycle is the employee attraction stage. How, great company is there for the service and production, the organization has to attract and retain great people will fail over time. This is why attracting by the organization strategy the right talent is crucial to any company’s growth.

The attraction stages happens before even have an open position, as the ” employer brand”. The art and science of employer branding is concerned with the attraction, engagement and retention in initiative targeted at enhancing company employee brand

Tips to succeed in the employee Attraction Stage

There are some tips when it’s come to builds a great employee brand.

  • Information about a great culture.
  • Attractive compensation & benefits.
  • Know your industry / Learning & Growth.


In the employee life cycle the second stage is recruitment.
The recruitment stage is just; The active phase to find great talent in organisation. The result of an existing role becoming vacant or a new position being created. To know the right talent of your team.
A great experience supports collaborative hiring around a clear & process, captures. Meaningful data allow to improve your hiring result overtime

Tips to succeed in the Recruitment Stage

  • Try different recruitment process.
  • Be specific in who you are looking for.
  • Involve your existing employees.
  • Ask for referrals from your team


The performance is third stage of the employee life cycle.
This is very critical stage of getting new hires adjusted to the performance aspects of new job with company quickly & smoothly. It is the process through which new hires learn the attitude skills behaviours requires to function & knowledge effectively within an organisation.

Research has proven that degree with which managers welcome new hires into the team & prepare them for the new role, the faster they will be able to successfully contribute to the organisation’s mission.

Tips to succeed the Performance Stage

  • Follow up regularly.
  • Have a job description.
  • Discuss your company values and vision.
  • Outline your expectations clearly.


Development is the fourth stage of employee life cycle.
By consistently encouraging professional development in the team will help in skill development and will boost the employee morale.

The key to the success of the organization development will lie in the development of the team, and this will in turn help employees to reach to their future career path.

Tips for succeed in the Development Stage

  • Assess the employees skills and knowledge together.
  • Encourage employees.
  • Encourage external learning.
  • Reward employees who learn in their own time.
  • Encourage employees to be responsible for their own development.


Retention is the fifth stage of employee life cycle.
Retention stage is a critical step in the employee life cycle model. According to the U.S Bureau of Labour Statistics, employee turnover can cost an organization 33 percent of an employee’s total compensation- including wages and benefits.

Begin by hiring the right person for each position. Encourage an open, fluent communication between employees and management. The first and most important thing to retain talented employees is fairly simple: listen carefully to understand what is going on and help.

Talent retention has a direct impact on the organization’s overall performance. Always an eye on the company’s job satisfaction levels, since it will result in time and money savings.

Tips for succeed in the Retention Stage

  • Employee appreciation a key element in retaining the right talent. Study shows that around 40 percent of employees do not feel appreciated by their company.
  • Boost morale by turning corporate values into concrete behaviours with employee engagement platforms.


The sixth and final stage of the employee life cycle is the employee separation stage.
For most employees, there comes a point where the life cycle does come to an end. Employees may leave due to retirement, new employment, or for family or personal reasons. It’s important that your separation process is just as strategic as onboarding process.

When a team member leaves, this can in turn affect other member of the team and it’s the manager or HR professionals job to make sure the employee who is exiting, leaves in a way that doesn’t disrupt the entries in the company.

Tips for succeed in the Separation Stage

  • Ask for honest feedback
  • Remember the saying, ‘One door is always open’
  • Remind the team that life goes on deep into the reasons behind the resignation


The six ways to discover and develop the employees as a fantastic team are:

Organizational Strategy &Attraction Focus on building the right images & strategy to attract the best candidates to your business.
Recruitment Have a great recruitment strategy to determine who would be best for role.
Onboarding Getting new hires up to speed efficiently is very critical to their success.
Development Encouraging ongoing professional development within team creates happier, smarter employees.
Retention Spend time on ensuring retain top talent. A positive company culture is an absolute must.
Separation Accept that people do leave. Have a great process in place to learn from the experience, and continue a good morale within team.

Take Away

Management / Directors should set a role model, provide leadership and inspiration and ensure their people:

  • Know and understand what is expected of them.
  • Have the skills and ability deliver on employee expectations.
  • Are supported by the company to development the capacity you meet these expectations.
  • Are given open atmosphere to discuss and contribution to individual and team aims and objectives.
  • Continuously develop for existing and future roles.
  • Make each employee understand that they are an asset to the organization and we value their contribution.
  • The employee life cycle will totally depend on how we integrate, empower and retain the employee.

This Employee Cycle defines the quote well “ You don’t build a business, you build People and then People build the business”

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