Journey Mapping

Businesses can use employee journey mapping to create a visual timeline of the whole employee experience, from the initial interview to the final departure. When properly applied, it can reveal information about employee satisfaction, engagement, and pain issues. As a result, employee experience journey mapping is more important than ever in today’s rapidly evolving workplace.

What is the Employee Journey Mapping?

The employee journey offers a framework for considering the significant and insignificant events that shape an employee’s experience throughout their employment with your company. Based on their experiences, employees shape how they view the organization and their position.

By understanding it, employers gain insights into the challenges and high points. Organizations may improve the overall employee experience for present and future employees by developing a deeper, more comprehensive understanding of the employee journey. To enable a more effective organization to keep your teams connected, engaged, and productive, make use of a powerful employee collaboration platform.

What is Employee Experience Journey Mapping?

Creating visual timelines of the entire employee experience for each type of employee in your company is called “employee experience journey mapping.” It involves gathering data and input on what should be included in your company’s trip maps based on the particulars of your business, including business processes and personnel types.

The same ideas apply to customer and employee journey maps, which stress the most critical moments from the employees’ point of view. Most employee journey maps begin with people applying for a position and end with their departure from the company. It also illustrates all the significant moments during a person’s job while highlighting the requirements and difficulties of the employee in the middle.

The overall touchpoints of similar employees’ experience journey mapping—interviewing, hiring, onboarding, training, ongoing learning, promotions, onboarding, etc.—are approximately the same, even though the specifics of each employee’s trip will change.

However, you must create various employee journey maps because a company has several types of employees.

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What are the Benefits of Employee Experience Journey Mapping?

You can use employee experience journey mapping to pinpoint the employee lifecycle and where workers become engaged and disengaged with their jobs.

With trip maps, you can see your strengths and potential sources of disengagement. Journey mapping not only boosts employee engagement but also aids in budgeting and hiring for positions inside your business.

Accurate job descriptions

Employee experience journey mapping depicts the ideal employee experience through time for various professions. Utilize this information to write job descriptions that clearly describe the position’s duties to candidates.

For example, the mapping may show entry-level call centre agents getting weekly or monthly performance reviews. Therefore, the primary indicator of cultural fit in the job description should be “comfortable receiving regular feedback.”

Informed budgeting

To ensure you’re spending money on the right things, employee journey maps indicate the support and recognition employees need and want.

Imagine that you plan the routes for both in-person and remote personnel. Then, in the six months following onboarding, you observe that team members in the office advance more swiftly and acquire more skills than remote workers. As a result, you invest in more on-demand video onboarding materials to level the playing field.

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Engaged employees

Every business wants motivated staff members engaged in their work. According to Harvard Business Review research, 81 per cent of business executives think motivated workers do superior work. In addition, the effectiveness of their teams and the results of their companies are improved by engagement.

Consider contrasting the routes used by your top-performing sales agents and those that generate the fewest monthly sales. For example, the highest-performing agents meet with their managers weekly to check in, but the lowest-performing agencies avoid them out of fear and only do so when necessary. All managers should take their employees out for lunch or coffee once a month to help them feel more comfortable communicating.

What are the Stages of the Employee Journey?

Recruitment: This includes the hiring process, the cost, the acceptance rate of the offer, and the quality of the employment. Were your job postings appealing and understandable enough to draw the best prospects? Excellent prospects who engaged and were reassured during the interview accepted your job offer immediately.

Onboarding: This is the process by which a new hire becomes familiar with the systems, resources, procedures, and demands of the position. Most new hires require some “ramp time” to get accustomed to their work and start producing. An efficient onboarding procedure transforms someone’s excitement for their new role into a deeper, longer-lasting connection to the company and a determination to accomplish great things while there.

Development: This stage of the employee journey is ongoing, with each person developing at a different rate and with a particular set of skills. You must evaluate an employee’s productivity, teamwork skills, and goals for development as they grow in their position. You should also give them the ability to broaden their skill sets, which is becoming an increasingly crucial difference for workers aiming to build a “portfolio career” that includes a variety of diverse experiences.

This stage often includes incremental steps or annual events, like:

  • Role changes
  • Promotions

Retention: The company has now fully ramped up and included its new hires. Maintaining their performance, growth, and contributions to the company’s success is your challenge. Moreover, to make sure they are moved by and related to the fundamental mission of the business.

How to Create an Employee Experience Journey Mapping?

These are the strategies your marketing team uses to optimize the customer experience, and they can be applied to the employee experience as well:

Create employee personas

Similar to what you do for clients, develop personas for your employees. A millennial or a fresh graduate starting their professional career will have a different map than a baby boomer who has been at the company for decades and is about to retire. A C-suite employee’s touch points will differ from those of an entry-level employee, and those of an IT person will differ from those of a marketer. Employees who will quit or be fired should also have journey maps.

Do some study on significant moments

Your present employees are the only ones who can give you more information about their journeys. Ask a few employees from each of your employee personas about the critical turning points in their development.

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Start drafting your employee graphs

Your employee journey maps should eventually contain each stage of the employment cycle for each profile and serve as rapid, visual jumping-off points for assessing the effectiveness of these touchpoints.

However, that’s a lot of details! If starting small is necessary, don’t be scared to do so. You can start by identifying one or two critical occasions for each employee persona. Alternatively, you can map out the entire employment lifetime for a single person.


Employee journey mapping is only one component, a crucial one—in the process of improving employee experiences at your business.

When you start your digital transformation with HCL Connections, we’ll walk you through a systematic process to help you identify the issues you’re looking to fix, the people for whom you’re addressing them, and the best solutions to help you accomplish your business objectives while always keeping your needs and personas in mind. HCL Connections Keep employees focused with an engagement hub that streamlines communication and information access keeps teams aligned, and delivers results.