Journeys Beyond Onboarding: Automating Every Life Event
Most teams build one onboarding journey and stop. That's leaving the best of the tool on the table. Every transfer, promotion, and exit deserves the same structure.
Here's the pattern I see everywhere: a client builds a slick onboarding journey, pats themselves on the back, and never touches Journeys again. Meanwhile every transfer, promotion, leave, and exit still runs on email and someone's memory. That's the real waste.
Map your actual life events first
Before configuring anything, list every moment an employee's status changes: new hire, transfer, promotion, manager change, leave start and return, offboarding. Each is a journey candidate. You'll find a dozen you're currently handling by hand.
Assign tasks to the right actors
A good journey choreographs across people, the employee, manager, IT, facilities, payroll. The power isn't the checklist, it's routing each task to whoever owns it, with deadlines, so nothing falls through a crack.
Trigger journeys automatically where you can
An HR action like a location change can kick off the relevant journey with no manual start. That's the difference between a tool people remember to use and one that just runs.
Real scenario: a client's offboarding was pure chaos, ex-employees kept their system access for weeks because nobody told IT. We built an offboarding journey triggered off the termination action that notified IT, payroll, and facilities the moment it was entered. Access got revoked same-day, every time. One journey closed a genuine security hole.