Career Journey

Whether you call it a career journey, career path, or even a career portfolio, these terms all refer to the collection of an employee’s jobs, experiences, and training. When considered within the context of one employer, the way we’ve organized career journey communications encompasses development, as well as other activities like compensation and benefits, interviewing, and offboarding. 

An employee’s career journey at your company starts with onboarding, which we cover extensively in our employee onboarding communications section of the Open Library. We felt it was important to address compensation and benefits in the career journey section because this package often sets the tone for how an employee’s career journey progresses. If they join your company at a certain salary and seniority benchmark, where do they go from there? If they have life circumstances that will affect their benefits, those often affect their career journey as well. 

Career development is an important part of the career journey as well. Our article, Career Development: How to support employee growth at work is a great place to start when it comes to planning out how you will structure development opportunities at your company. 

Being involved in the interview process for new hires is often a responsibility given to managers, or team members who are high performers. Because of this distinction, we’ve classified it as part of the career journey for employees. 

Lastly, offboarding is the end of an employee’s career journey at your company. The offboarding experience is how you’ll make one last impression and set the stage for employees to return if possible. 

With Pyn, you can send communication regarding the career journey automatically. Development messages get sent based on HRIS data about your employees, reminders to managers about salary review conversations or open enrollment for all employees are easy to set up.

In the Open Library, you can access all of Pyn’s employee communications for free. Check it out below.