{"id":60849,"date":"2024-05-03T05:44:55","date_gmt":"2024-05-03T09:44:55","guid":{"rendered":"https:\/\/www.sogolytics.com\/blog\/?p=60849"},"modified":"2024-09-10T09:38:49","modified_gmt":"2024-09-10T13:38:49","slug":"employee-journey-map-metrics","status":"publish","type":"post","link":"https:\/\/www.sogolytics.com\/blog\/employee-journey-map-metrics\/","title":{"rendered":"Employee Journey Map Metrics That Matter"},"content":{"rendered":"

You’ve probably heard that repetitive slogan the real estate industry uses to highlight what they value most: Location, location, location! In many other business sectors the mantra to rally around is: Metrics, metrics, metrics! We recently discussed the value of employee journey mapping<\/a>, and the logical next step is to figure out which metrics to map.<\/p>\n

<\/div>\n

A lot of the conversation about employee experience (EX) is inspired by customer experience (CX). After all, when in a people management or HR role, employees are our core customers<\/a>. Just as customers are offered opportunities to rate that meal or customer service encounter, we\u2019re moving to measuring interactions within an organization as well.<\/p>\n

<\/div>\n

By assigning metrics to stages of the employee journey, you give your people the opportunity to say, \u201cHere’s how this was for me.\u201d You can gain useful insights into key trends and drivers, segmented to each stage of the journey, to see what might be missing or identify areas of improvement for employee engagement.<\/p>\n

<\/div>\n

\"employee<\/p>\n

<\/div>\n

Adding value to the employee journey<\/h2>\n

We\u2019ve already come through the \u201cGreat Resignation<\/a>\u201d and endured \u201cquiet quitting<\/a>.\u201d But that doesn\u2019t mean we can rest on our laurels. Knowing the high costs of hiring and\/or replacing employees who leave, retention must remain a priority. By adding metrics to the employee journey map process, we can better identify and understand friction points. This can help your organization to avoid misunderstandings and provide a more seamless employee experience.<\/p>\n

<\/div>\n

Different organizations will map the employee journey in various ways. Some might start at the hiring process. Others begin with onboarding. Maybe you have just five main touchpoints on your map, while a competitor has segmented the journey with 15 key markers. How your particular map looks will inform the appropriate metrics.<\/p>\n

<\/div>\n

Your metrics will also reflect your priorities. Productivity is an important gauge for many organizations. Your expectations for this will change throughout the employee\u2019s journey. After all, you typically wouldn\u2019t expect a brand-new hire to be able to knock out 12 pieces of in-depth content in just the first week. Yet, at 30 days, you could expect a better level of understanding of your pillar messaging and how your content management system works. Thus, if the employee at 30 days isn\u2019t meeting the productivity metric you have for content writers, you might touch base to determine what support is needed.<\/p>\n

<\/div>\n

Looking at absenteeism rates against the employee journey can also be illuminating. By overlaying the employee journey map with the data on someone\u2019s time off requests, you might see a marked uptick in absences right around the time you\u2019d expect them to be in line for promotion. This could flag someone who is frustrated about their current role and looking elsewhere. Seeing someone is out a lot immediately after getting a new role might indicate a need to provide more skills development opportunities<\/a> to confidently handle their new role.<\/p>\n

<\/div>\n

Consistent communication across the journey<\/h2>\n

You can\u2019t ask people every day, \u201cHow are you feeling about our business now?\u201d That\u2019s why it makes sense to calibrate your employee engagement data against the journey maps.<\/p>\n

<\/div>\n

Since many factors play a role in employee engagement, you have many different questions you can ask along the way. Employee satisfaction, or effectively \u201cAre you satisfied with your job?\u201d can be gauged throughout the journey. But, an employee Net Promoter Score<\/a> (eNPS)\u00a0 in the first 30 days could say less than one gathered after 30 months of service.<\/p>\n

<\/div>\n

If a priority is excellent communication, journey mapping could shape the questions asked. For example:<\/p>\n

<\/div>\n