Map the Employee Journey Before Fixing Touchpoints
Use journey mapping to frame an employee experience problem around a specific actor, scenario, phases, emotions, and opportunities.
Reframe: stop asking which HR touchpoint is broken; ask what the employee is trying to get through. The map starts with a point of view A strong employee journey map has one actor and one scenario. If the actor is everyone, the map will flatten the differences that matter: hourly employee, remote manager, internal transfer, returning parent, high performer at risk, new executive. The scenario sets the boundary. Without a boundary, teams drift into the full employee lifecycle and lose the practical design question. The emotional line is evidence, not decoration Actions tell you what happened. Mindsets and emotions tell…
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