Calling All HR Leaders, How a Simple People Directory Can Impact Your ELTV

ELTV explained and its main drivers

  • Start — At this point, the employee has negative value to the organization as they’re not yet ramped up and significant resources are being allocated to hire, onboard, and train them.
  • Fully Contributing — After a while, the employee reaches the Fully Contributing point. After this point, the goal is to gradually keep employee value positive and rising over time.
  • Decision to Leave — When they hit a performance plateau they will make the Decision to Leave. At this moment, their performance will gradually decrease until their Last Day.
  • Last Day — At this point, they are gone and it’s time to go through the cycle again.
  1. Onboarding — Companies can shorten the ramp-up time of new hires in order for them to become a fully contributing employee sooner. [Related article: 3 Remote Onboarding Tips for a Better Employee Onboarding Experience]
  2. Hiring — Finding the right hire contributes to 3x revenue growth and 2x profit margins (Realizing the Value of People Managing, BCG).
  3. Learning & Development — Investing in employees can increase value a team member brings over time.
  4. Management & Culture — Competent management and a positive work culture help with retention. (72% of employees believe empathy drives employee motivation — Business Solver).

How internal hiring and employee directories impact ELTV

Shortening onboarding to improve ELTV

  • Providing critical internal knowledge like who does what and who reports to whom
  • Revealing common interests, languages spoken, educational background, etc.
  • Displaying shared communities like employee resource groups (ERGs)/interest groups



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Evolving the way organizations understand their people.