Employee life cycle: a journey through life

Work occupies a significant portion of our lives, and as life evolves, so does the way we show up at work. The employee life cycle describes the relationship between a person and an organisation across every stage, from the first moment of attraction to the eventual transition out of the company. 

Traditionally, the cycle includes six central stages: attraction, recruitment, onboarding, development, retention and separation (Cattermole, 2019). Each phase brings unique expectations, emotions and touchpoints that shape how employees feel, perform and grow. 

Why it matters 

Engaging people effectively throughout this cycle is a strategic advantage, one that influences talent attraction, productivity, wellbeing and organisational culture. When organisations understand how needs evolve over time, they can make more informed decisions and develop journeys that truly support people at each step. 

Here, analytics plays a powerful role. By analysing behaviour, motivation and performance patterns, organisations can anticipate needs rather than react to them, improving employee experience, aligning talent strategies with business goals (Wandhe, 2025) and strengthening ROI (Inamdar, 2020). 

Imagine recognising early signs of disengagement before they turn into turnover or identifying when someone is ready to take on new responsibilities. When we can predict pivotal moments like desire for promotion or risk of exit (Cattermole, 2019), we can create meaningful interventions that maintain connection and purpose. 

What happens in between 

Employee experience is not linear. Research shows a U-shaped trend in engagement across tenure — enthusiasm tends to peak early, dip mid-career and rise again as people gain seniority and stability (Dongrey & Rokade, 2019). 

That mid-career valley often stems from fewer growth opportunities, lack of recognition and shrinking organisational support. To sustain energy and loyalty, authors suggest reinforcing: 

• Inclusive and supportive leadership 

• Continuous career development programmes 

• Consistent recognition and feedback 

• A culture that encourages autonomy, meaning and learning 

These practices help people feel seen, valued and motivated, not only at the start of their journey but throughout it. 

More than a cycle — a commitment 

The employee life cycle reflects how organisations value, support and invest in people. When companies acknowledge changing needs, create space for authentic growth and treat individuals as whole human beings, they build trust and resilience. 

Ultimately, organisations that care for their people beyond job titles cultivate loyalty, wellbeing and sustainable performance, and that benefits everyone. 

References 

Cattermole, G. (2019). Developing the employee lifecycle to keep top talent. Strategic HR review, 18(6), 258-262. 

Dongrey, R., & Rokade, V. (2019). Implication of tenure on employee engagement. Open Access Journal of Humanities, 2(3), 34-37. 

Inamdar, S. P., & SA, D. (2020). A strategic approach to HR Analytics: a framework for employee life cycle model. AIMA Journal OfManagement & Research, 14(1/4). 

Wandhe, D. P. (2025). HR Analytics and the Employee Lifecycle: From Onboarding to Exit. Available at SSRN 5096405.