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Charting unique pathways: Our expert guide to employee experience 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?

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

🤔 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

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.

• 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

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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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?

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

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

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?

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

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

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. 

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.

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 .

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:

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! 

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

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!

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?

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

Employee Experience

6 steps to mapping the employee journey at your organization

Close employee experience gaps by mapping your people’s journey with your organization.

In order to master employee experience, you must listen to your people at each stage of their journey with your organization. To do so you first need to map that journey, an easy and impactful exercise that reveals opportunities for improvement and optimization. Here’s how to do it.

eBook: Use Employee Lifecycle Feedback to improve your EX

What is the employee journey?

From the moment someone looks at your careers page to the moment they leave your organization, everything an employee learns, does, sees, and feels is part of the employee journey. The employee journey is a framework used to understand the sum of all the employee's experiences during their time with an organization and it's used by HR to understand and enhance the employee experience.

These moments and milestones (big and small) contribute to their employee experience – and present opportunities to tune in to your employees’ needs, to be more equitable and inclusive , and to close the gaps that exist for employees.

If you want to improve employee experience you need to map the journey your employees go through while they’re employed by your organization.

What is employee journey mapping?

An employee journey map is a visual representation of each stage of an employee's time within an organization from recruitment, through onboarding, right up until the time they leave.

Employee journey mapping enables organizations to prioritize resources and funding, clarify roles, and identify critical moments that matter by visually mapping the various steps and emotional states which employees experience while interacting with the company.

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.

Learn how Southwest Airlines rebuilt its understanding of employee needs along all the moments that matter.

What are the benefits of employee journey mapping?

More and more organizations are looking to capture feedback and insights at every stage of the employee journey. Doing so allows you to understand the moments that matter most, how those moments impact employee experience, and what to do at each stage to have a positive impact on metrics like engagement , attrition , and productivity.

A key benefit of employee journey mapping is to use the insights from the mapping process to design and execute better experiences throughout. You do this by:

• Revealing and optimizing unseen experiences . Journey mapping helps you think about the more hidden aspects of the employee journey.
• Finding out where the employee journey runs smoothly and leveraging what’s working well in other moments of the journey so as to meet employees’ needs at various moments in time.
• Fixing bad experiences more effectively . Journey mapping helps reveal why you haven’t met employee expectations and what you need to do to make amends.
• Identifying opportunities to foster equity and inclusion . There is rarely a single critical point in the employee journey that creates inequity. It’s often the cumulative impact of bias and systemic inequity over many moments that create significant gaps in experience.

Collect and apply employee feedback with our 360-Feedback eBook: Download Now

What are the stages of the employee journey?

Every employee goes through a series of stages from the day they apply for a job right through to the day they leave. This journey can be summarized into five stages:

Stage #1: Recruitment . This includes all the steps that lead to hiring a new employee. Considerations are: how long it takes to hire, how much it costs to hire, the rate of offer acceptance, and the hire’s quality. Were your job postings attractive and clear enough to catch the attention and applications of the best candidates? Did your interview process engage and reassure great candidates so they quickly accepted your job offer?

Stage #2: Onboarding . Where a new hire gets up to speed with the systems, tools, and processes, as well as the role’s expectations. Most new employees need ‘ramp time’ to get up to speed and become productive in their job. An effective onboarding process translates someone’s initial enthusiasm for their new job into a more meaningful, long-term connection to the organization and a commitment to doing great things while they’re there.

Stage #3: Development . This is the ongoing stage in the employee journey, with individuals developing at different rates and across a variety of skills. As the employee develops within his or her role, you need to quantify their productivity, ability to be a team player, and promotion aspirations. You also want to offer them the chance to expand their skill sets, an increasingly important differentiator for many employees looking to have a ‘portfolio career’ consisting of many different experiences.

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

• Role changes
• Performance evaluations (e.g., career conversations, training and development)

Stage #4: Retention . Employees are now fully ramped and integrated into the organization. Your challenge then is to keep them performing, developing, and contributing to the company’s success. Plus, to ensure they’re inspired by and connected to the company’s core vision.

While there are countless strategies organizations use to retain talent , programs that support EX can often look like:

• Inclusive parental leave
• Extended leave or sabbaticals
• Celebrating anniversaries and birthdays (or other personal milestones)

Stage #5: Exit . Employees can leave for a whole host of reasons: they may retire, move to another employer, or make a life change. Every employee will leave your company at some stage, and finding out why is an opportunity to improve and develop the employee experience for current and future employees. Those who leave may be more candid about why they’re going as they may feel they have nothing to lose by being brutally honest.

How to design an employee journey map

An employee journey map 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 map.

Step #1: Segment your employees.

Start by identifying your employee segments, also known as employee personas . Ideally, segments should be based on role, not on demographics like age or gender – you can use the latter to parse out the data later. An engineer, for example, is likely to have a very different experience from someone in your marketing team. Segment employees in this way, rather than demographics like age and gender

Step #2: Establish the journey for each persona.

Now that you know your personas, you can start to map out the interactions they have with the organization 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 for 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 organization later on or act as advocates for the organization.

Step #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 and useful feedback while the experience is still fresh in their mind.

Step #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, e.g. 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 a set of core 5-point Likert scale items (e.g., Engagement) that are consistent across each measurement. The key is to have a set of core metrics that are consistent across many of your measurements. Exit and onboarding surveys may still have custom questions unique to those processes, but having a consistent set of items in each measurement allows you to look at connections to see how the experience at one touchpoint impacts the other.

Step #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. Instead, 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.

Step #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 – but more in-depth view of the state of employee experience and the key drivers that are impacting it either positively or negatively. Many organizations 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.

As an example, employee onboarding feedback, on its own, 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 organization’s success?

It’s only by connecting all these different feedback mechanisms that you’ll know the answer.

Learn how to create actionable insights with employee journey analytics

The dos and don'ts of employee journey mapping

Do: look at each phase from multiple angles.

Each stage in the employee journey is different, so it’s important to look at each individually while considering multiple components of the stage. For example, if you just look at a stage from the vantage point of an employee, you may miss important considerations related to current business challenges. In that example, you may have employee feedback on your onboarding process that tells you employees do not feel supported, but that insight becomes much more tangible when you pair that with the knowledge that the onboarding team is currently very short staffed.

Do: Know your end game

An effective employee journey mapping process should always start with clearly defined outcomes. Without them, it’s impossible to know when the journey if complete or how you’ll use it to drive improvements. Here are a few questions to ask yourself up front:

• What does a best-case output of the journey mapping work look like?
• What will this work inform?
• How will it influence people, processes, and tools?
• How will you measure its success?
• What problem are you trying to solve?
• How are you aligning this process and conversation to the metrics that matter and the current business problems in the organization?

Do: Be intentional about who you involve

This can be a tricky balancing act. It’s important to avoid “decision by committee” by involving too many people in your journey mapping session, however it’s essential to ensure those familiar with various steps in the journey are involved as they’ll have the best knowledge of all the components you need to take into account.

Here are a few roles to consider including on your journey mapping exercise:

• Cross-functional HR
• Learning and development representative
• Cross-representation of key employee groups
• Corporate and internal communications
• Business leaders and frontline managers

Do: Focus on key groups within the organization

Within any organization there will be multiple employee journeys — after all one person’s pathway through the organization is likely to be very different from the next person’s. But here is where it’s important to keep the end-game in mind - don’t get lost in small differences, otherwise you risk overcomplicating the process with too many journeys with very minor differences between them.

Think about distinct and significant groups, such as remote versus corporate office workers, where clear differences in experience exist or are already apparent. Take a retail company for example, the experience of your frontline employees in your stores is likely to be very different from that of your marketing team in your corporate office. In contrast it’s unlikely there will be significant differences between different store departments, say menswear and children’s clothing.

Don't: Take a ‘one size fits all’ approach

Don’t feel like you have to use a specific template or format to create your journey map. What is most important is the framework behind what you create – from there, organizations often use whiteboards or large sticky paper to brainstorm their journey maps.

Don't: Allow your journey map to stagnate

As the organization changes — say for example a reorganization occurs or a new succession planning process is put in place — you’ll want to revisit and update your employee journey maps to reflect any significant changes.

Journey maps are a supporting tool for the organization, the frequency with which you update them should be based on how you are utilizing them internally and the extent to which the organization and the roles within it have changed.

Remember - it’s a tool, not a solution

Most importantly, remember that journey maps are just a starting point to help your organization identify the next steps necessary to improving your overall employee experience. Journey maps should be a part of forming a broader employee experience strategy, - the real value and impact will come from the actions the organization takes whether that’s gathering additional feedback or giving people in the organization the tools they need to make improvements at each moment that matters.

Break down silos by combining your listening programs with employee journey analytics

Amanda Wowk

Amanda Wowk is a freelance writer, founder of Amanda Wowk Creative—a content writing services company—and contributor to the Qualtrics blog. She creates content for clients in a variety of industries, including travel, tech startup, healthcare, and consumer products. Prior to freelancing, she spent 9+ years in human resources and HR communications.

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A Guide to 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 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.

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 .

About the Author

Employee experience journey mapping - A complete guide

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.

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.

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.

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.

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.

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.

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.

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.

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.

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!

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.

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?

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.

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.

"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 .

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.

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 is a Jr. Product 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 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.

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!

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 )

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.  

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.

Employee Journey Mapping Toolkit

Employee journey mapping can help you create a better employee experience.

What is the employee journey? 

While the concept of mapping the employee journey may be relatively new, companies have been mapping customer journeys for a long time. There are lessons you can learn from that.

Digital analyst Brian Solis describes the customer experience as “emotional reactions to moments.” These moments can be described in terms of touchpoints (e.g. when customers first hear of the brand or when they first touch the product). All the touchpoints in their totality reflect the customer’s experience with a product, brand, or company. 

Employees experience a similar journey. Collectively, the employee journey is everything a worker experiences, sees, and feels during their tenure at a company .

Why is the employee journey important?

The idea of mapping an employee’s journey in a company is becoming more and more important. That’s because the exercise can improve the employee experience—and an improved employee experience, in aggregate across a whole company, has real business value. 

If employees have a healthy and vibrant experience at the company, they will likely be engaged. Engaged employees expend discretionary effort; in other words, they do more than just the bare minimum required to keep their jobs. When all (or at least most) employees are giving discretionary effort, companies typically benefit from greater profitability and less turnover. 

Speaking of turnover, according to the 2020 Talent Optimization Report , it’s a common problem. In fact, the average turnover rate of high-performers is 47%! Employee journey mapping opens the senior team’s eyes to exactly what levers they can pull—and at what moments—to provide the best possible employee experience … one that boosts engagement and retention.

5 mindsets needed for employee journey mapping

• Facilitative When leaders embark on employee journey mapping, they must take on the mindset of a facilitator. No matter how knowledgeable a leader is about the company, the employees, or best practices, they must not act as a subject matter expert. For employee journey mapping they must be a process expert. They will use the employee journey map as a framework they will facilitate but not dictate.
• Collaborative Employee journey mapping is not meant to be a solitary activity informed by just a single perspective. It requires multiple perspectives. Leaders need to invite other people at different layers and functions within a company. 
• Human-centered In the world of product design, the design must begin with the user’s needs and desires in mind. This is what has led to the discipline of user experience. In the same way, employee journey mapping needs to be informed by the needs, desires, and perspectives of the employee to deliver the optimum employee experience.
• Emergent As leadership coach and author Marshall Goldsmith wrote, “what got you here won’t here won’t get you there.” The best practices of the past won’t carry us well into a present and future that are volatile, uncertain, complex, and ambiguous. Therefore, employee journey mapping outcomes cannot be dictated based on past best practices. The words ‘trust the process’ need to be embraced. The answers will emerge from the process.
• Persona-based Developing employee personas can be really helpful, if not necessary, exercise in mapping the employee journey. When developing employee personas, here some things to consider:
• Name: Use a realistic name for your personas E.g., Marcy the Marketing Manager.
• Description: Descriptions should be based on interviews and conversations with employees, not your own idea of what they want or need. E.g., Marcy is an ambitious achiever who’s looking for opportunities to ascend the corporate ladder. 
• Quote: Quotes should capture a sense of who they are. E.g., “I want to eventually become a CMO, but I don’t know who I can turn to for guidance.”
• Picture: Add a visual depiction of your employee persona. A stock photo works well.
• Details: Include details like age, location, and job profile. E.g., Marcy is a 29-year-old marketing manager in the Raleigh, NC office. She has a marketing degree from the UNC. She worked at another firm for four years prior to joining us. She’s been with us for the last two years, first as a marketing coordinator and now as a marketing manager. 
• Motivations: What motivates the persona? What are their latent needs and desires? What is their point of view? E.g., Marcy is self-driven and motivated to accomplish goals. She prefers public recognition in addition to monetary rewards for a job well done. 
• Goals: What is the persona trying to accomplish? E.g., Marcy wants to become CMO. She sees every project as a stepping stone to her next promotion.
• Behaviors : How do they communicate? What frustrates them? E.g., Marcy is focused on getting results. She has a hard time delegating tasks because she feels that no one can do it as well as she can. 

Once you have completed several employee personas, you can take each persona through the journey mapping exercise.

Mapping the employee journey

Use the two templates included in this toolkit, along with the following instructions, to lead your team through the exercise of mapping employee journeys for each of your employee personas. You’ll be mapping the present state of each persona —not the aspirational state. This exercise requires courage and vulnerability to embrace the current realities of your workplace.

The Employee Persona Template is self-explanatory. 

The Employee Journey Map Template is a bit more complex. Below are instructions to help you. Print the Employee Journey Map Template on legal paper so it’s one horizontal document.

Emotional status

The first part of the Employer Journey Map Template is where you’ll chart the emotional status of your persona. The chart maps on the vertical access from -10 (this is the most negative emotion), to zero (this is a neutral emotional state) to +10 (this is the most positive emotion). Here you can either draw a dot or place a sticker dot to chart the emotion of your persona. 

For example, at the employer brand journey step, Marcy’s emotion may be charted as a +7 because she’s really excited to work for your company. She has long admired your brand.

However, at the recruiting stage journey step, she may chart at a -5 because it took three months before anyone responded to her job application. She was very anxious throughout the process due to a lack of communication and follow-up. 

Sometimes it’s visually helpful to color code the dots on the chart. A red dot (negative emotions) might be used for numbers between -10 and -4, a yellow dot (neutral emotions) between -3 and +3, and a green dot (positive emotions) between +4 and +10. Additionally, when you have all the dots charted, connect then with lines so that you can chart the whole journey visually.

Journey steps

Think of journey steps as the different states of an employee’s journey with the company. The first step goes at the far left of the employee journey map and the last step goes at the far right side. If you jot these down first, you’ve bookended the journey and can fill in the in-between.

You may say that the employer brand—what the company says it’s like to work at the company—is the first journey step and that retirement is the last journey step. In between you could write recruiting, hiring, onboarding, training, learning and development, benefits, performance management, etc. Each company will have different journey steps.

Touchpoints

A touchpoint along the employee journey map coincides with each journey step and charted emotion. Each describes a person, place, or thing with which an employee interacts. 

A touchpoint at the employer brand step might be the website, a social media post, or a speech the CEO gives. At the recruiting step, it might be the job posting on LinkedIn, talking with a recruiter on the phone, or interviewing with the hiring manager at company headquarters. There might be multiple touchpoints at each step, each inciting its own emotional status.

Organizational actions

Companies take actions to enhance a certain journey step or touchpoint—or to remove a barrier. There may be a big push to enhance the employer brand through marketing efforts or a large effort to provide a bigger platform for the company’s diversity and inclusion initiatives. 

For each journey step and touchpoint, determine the barriers that might prevent the employee from a) progressing to the next step or b) experiencing a positive emotion. 

For example, at the performance management step, Marcy is experiencing frustration because her manager doesn’t let her know how she’s doing. She wants to get her next promotion, but doesn’t receive clear feedback. At this same step, the online performance management system is always crashing. 

Even the company culture may act as another step. The culture may be toxic, but the C-Suite doesn’t realize it because they don’t talk to or survey their employees .

Insights & opportunities

After all the other components are explored and reflected upon, the employee journey mapping team can reflect on the information to gain insights. What are some commonalities between the different personas? Are there any common areas? These may represent success stories that can be celebrated or maybe common barriers that need to be fixed at a holistic level.

This part of the employee journey map is what leads to action—action that can help you improve the employee journey for each of your personas to boost engagement and retention.

Employee journey mapping is a critical exercise to understand how your employees are experiencing their journey within your company. It’s an exercise that requires a courageous approach that can lead to some hard truths, but also some well-deserved celebrations. 

Download the templates

Use this guide and templates at your next team meeting and see what new insights and opportunities open up for you.

Download Persona Template

Download journey map template, download ebook, related content, talent review guidelines, unlock this content.

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Employee Journey Mapping: Ultimate Guide

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.

Author: Grace He

People & Culture Director at teambuilding.com. Grace is the Director of People & Culture at TeamBuilding. 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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