MyMapEmployee Journey Map
The prompt
Create an employee journey map from recruitment to offboarding
Make your own version
About the framework
Connect employee milestones with recurring friction
The map groups twenty activities into Recruitment, Onboarding, Development, Growth, and Retention / Exit. It includes interviews, equipment access, a 30-60-90 day plan, manager meetings, learning support, promotion discussions, and knowledge transfer. Each stage has an emotion label.
A separate strip identifies five possible pain points: slow IT provisioning, unclear career paths, manager turnover, compensation misalignment, and burnout risk. The strip assigns example timings; the learning budget and stay-interview timing are also sample policy choices.
Use this structure to compare the experience your organization intends with what employees describe. Replace the technical hiring steps if they do not fit the role, and separate retention from exit when each needs its own actions.
What's included
What you get
- Five employee lifecycle stages with twenty activities
- Development and growth entries for feedback and progression
- Retention and exit activities in a combined final stage
- Five sample pain points spanning Day 1 through later years
Employee Journey Map
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Frequently asked questions
Common questions
Is this only for the first 90 days?
No. Onboarding is one stage within a broader lifecycle that includes development, growth, retention, and exit.
Does the $2,000 learning budget reflect a requirement?
It is an illustrative policy entry. Replace it with your own learning support and eligibility rules.
How can I make the pain points actionable?
Add an owner, a specific change, and a review date to each pain point. Ground the changes in employee feedback rather than assuming the sample applies to everyone.
Employee Journey Map
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