All programmes
Leadership & People Management
Managing the Employee Journey
An 8-stage system to cut turnover and absenteeism and increase engagement.
Duration15 hours
Sessions5 × 3 hours, weekly
FormatOnline, live · also in-company
Group size4 to 14 people
Who it is for
Any manager responsible for people, regardless of title or area: directors, team managers, team leads, and HR, Communication, Operations or Commercial leads.
Objective
Enable managers to design, implement and measure employee journey management — replacing a 'head count' mindset with an integrated 8-stage system that reduces turnover and absenteeism and increases engagement.
Curriculum
1The diagnosis3 hours
- How the company handles each stage of the journey today — or fails to
- The five internal enemies: underperformance, absenteeism, turnover, churn and organisational entropy
- Engagement and business results: what the evidence says
- Exercise: locating the stages where the company loses most value
2The 8-stage map3 hours
- The eight stages of the journey, from Attraction to Alumni
- Mission, vision, strategies and initiatives, stage by stage
- Fitting the language and the initiatives to the culture of the internal audience
- A real case of adapting the model to one company’s culture
- Exercise: filling in the strategic triangle for the critical stages
3The competencies3 hours
- The KSA model: knowledge, skills and attitudes
- Building the target formula for a critical role
- Define, measure, embed: every stage of the journey as a moment of measurement
- Personal factors and support factors in how competence shows up
- Exercise: mapping the gap between current level and target level
4Leadership at each stage3 hours
- Reading the situation through seven variables: complexity, risk and deadline of the task; technical and behavioural competence, maturity and motivation of the person
- The six leadership styles and what each does to organisational climate
- Composing the right chord: one dominant style and up to two in support
- How leadership styles, climate and results connect
- Exercise: applying it to real team members
5Metrics and implementation3 hours
- Metric, data source, measurement frequency and target for each stage
- An implementation plan with priorities, owners and deadlines
- The value argument for the board: expected return, quantified
- Exercise: presenting the matrix and discussing it with peers
Skills you will develop
Organisational diagnosis of people managementDesigning employee experience systemsDefining and assessing role competenciesSituational diagnosis and adapting leadership styleDefining metrics and implementation plansInternal advocacy linking people practices to business results