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[Music] hi Engagement fans welcome back to the engagement studio I'm a Maltese a member of our insights team here at quantum workplace and today I am joined by Michael Foss he's joining us from neo via where he is the vice president of organizational effectiveness thanks for being here Michael great so today Michael is going to help us gain a better understanding of the employee lifecycle so Michael let's start by just talking about maybe key points in the employee lifecycle that HR and managers should be aware of so I think there's the obvious ones right new hire a job change be a promotion or new role and then exit but it's sort of what happens in between all those things I think is the opportunity a lot of us have you know when I think about one of my former employers they sponsored my graduate school it was and so I came back very excited to be there and this was a critical moment for how this company received me coming back for my engagement if they didn't also recognize my return as sort of triumphant as I believed it was you know does that create a disconnect between how me and the organizations sort of cooperate together which is one of the principles of engagement that's a really fun story to hear to about you what are the insights maybe that neova is looking at or looking for in terms of your employees lifecycle alright so we we we don't have much admittedly we're now starting actually tests on the quantum workplaces pulsing capabilities to gather a little bit candid perspective in the recruiting process so it's not even all of our new hires per se we're looking to standardize our onboarding and exit interview interview surveys but you know there's a lot of things that sort of happening between which I mentioned to earlier pay changes performance reviews new supervisors you know returning from a leave of absence there's all these little points that matter to an employee and so it'd be be a bit exhaustive to create all these different surveys to measure insights at all these different points in an employee's lifecycle and since those are so sporadic like how would you figure out yeah I went to deliver what to win or to whom excuse me so what we do is we put a lot of effort into our data segmentation so when we prepare our employee census file to to get the quam workplace we add a tremendous number of new columns to it which are testing against these different hypotheses around the employee lifecycle so does this person have a new supervisor this year yes no does this person have a new job this year yes no was this person part of a you know strategic initiative this year yes no was this person impacted through an organizational redesign yes no and when we start to do that we can start to see themes emerge from employees and just our annual survey based on these different lifecycle events we even look at performance level ratings I think that's rather common but pay change differentials and things like that as well yeah I can attest that you do a lot of smart and kind of sophisticated things as the way that you approach it but I think it's also trying to create kind of some simple things in place with that sophisticated approach so that's great good well thank you for sharing today I think it's really helpful to understand the employee lifecycle and how other organizations might be thinking about it and approaching it so thanks for joining me today now let's go make work better every day [Music] you