Employees are 18 times more likely to feel committed to a company when they have a good onboarding experience. Yet, 93% of employers refuse to admit that onboarding experience affects employee retention at all.

What does that mean? 

Employers can’t accept that their onboarding plays a massive role in retaining top talent. In not accepting this, they aren’t investing enough in the onboarding process to see real benefits. 

Don’t want to fall into that staggering 93%? I’ve got you covered. 

In today’s Process Street article, I’m taking you through everything an HR manager needs to know to offer the best virtual onboarding experience: 

• An introduction to virtual employee onboarding 
• Why do HR managers need to be on top form when virtually onboarding new hires?
• Benefits of good virtual onboarding
• Best practices for onboarding in a virtual environment
• Get the most out of virtual onboarding with less effort

Let’s get crack-a-lackin’! 

What if I told you that the organization powering 35% of the internet’s websites is fully remote?

Automattic has a remote workforce based in 75 countries. You might be asking how such a successful business can be fully remote. That’s where Automattic’s remote framework guide sheds some light.  

Many people underestimated the power of remote work – until the global pandemic forced everyone to stay indoors. Even then, many people still thought about the remote work model through the lens of “there’s a pandemic, so you need to work from home.”

Yet, it’s so much greater than that (if you set it up right). We should know – because at Process Street, we’ve been fully remote since 2014. In today’s article, we’re taking a look at Automattic’s remote work framework and how you can achieve autonomous and asynchronous nirvana with it. 

• Arguments against remote work
• The man behind Automattic’s remote work guide
• The five levels of Automattic’s remote work framework 
• Gain a strategic advantage with the five levels of remote work  

Let’s talk business! 

A company is only as good as the employees it hires. We all know this, but let’s take it a step further.

The employee life cycle is the bloodline for any organization. You need to take proper care of your employees to reap success. To do this, you need to understand each stage of the employee life cycle and where your employee stands in it. 

When implemented correctly, effective employee life cycle management boosts long-term retention. Your employees are happy, so they remain longer and continue adding value to your business. 

That doesn’t mean this management is easy, though. That’s why, in this Process Street article, I’m taking you through each stage with a free template. 

• Defining the employee life cycle 
• What are the 6 stages of the employee life cycle 
• The importance of employee life cycle management 
• Life cycle management: Optimize the employee experience

Let’s dive right into it!

Think back to a time when you stepped into unfamiliar territory. Can you remember how intimidating it was? That’s the dilemma each new employee faces. 

They need to acclimatize to a new culture, a new team, a new role, and new responsibilities. It’s daunting having to walk into an environment where everyone except you knows what they’re doing. 

Mentors are responsible for offering a support base for the new hire to get settled in their role quicker. These mentors use their past experiences to offer sound guidance, helping build the new employee’s confidence and skills from the get-go. 

Mentoring new employees happens during onboarding, but how can you make the most of it? In this Process Street post, I’m taking you through the mentoring program and how it can be your secret weapon to reduce new hire churn. 

• Why mentoring is important in the workplace 
• Investing in a mentoring plan for new employees
• How to make the most out of training and mentoring new employees
• The role Process Street plays in mentoring your new employees
• From mentee to mentor

Follow me to the mentoring machine! 

The Great Resignation has sent top talent searching for a better work-life balance. The Remote Takeover has made the job market exciting because the talent pool is the widest it’s ever been. 

If you can’t give this migrating workforce the flexibility they want, you’re going to miss out on better productivity, improved well-being, and charged organizational performance: The Great Resignation Regret. 

It’s easy to see why you don’t want this opportunity passing you by. So, how can embracing the Onboarding Revolution help prevent this from happening? That’s what we’re looking at in this Process Street article: 

• The Great Resignation: Why are workers leaving? 
• Incentives have changed – Welcome the Remote Takeover
• What opportunities does the Great Resignation present? 
• How does the Great Resignation and Remote Takeover help you? 
• Preventing the Great Resignation Regret with employee onboarding

Let’s get down to business!

At the recent HR Transform Conference, we had the opportunity to ask about your biggest employee onboarding challenges. What did our Process Street survey say?

• 25.6% said weak visibility & accountability 
• 19.8% said too many manual tasks 
• 19.8% said poor efficiency & speed 
• 18.6% said challenges with tools & technology 
• 16.3% said clumsy coordination with other teams 

Want to know how to make new hire onboarding less of a pain? Keep reading! 

What was once the exception has now become a common workplace model throughout the world. Since 2005, remote working has increased by 159%. Without a doubt, those numbers saw a massive jump with the 2020 COVID-19 outbreak. 

This new way of working (and living) is here to stay. Why? Remote work can offer increased employee productivity, reduced churn, and decreased absenteeism, and much more. But these benefits are only within reach when you’ve set up a good remote workplace. 

One way of enforcing an effective remote workplace is during the onboarding phase. You can familiarize new hires with the correct resources and processes from the get-go. Just as onboarding is a good way to integrate your employees into a remote working environment, it can also be your biggest downfall if not conducted properly. 

That’s why, in this Process Street article, I’m taking you through everything you need to know about onboarding employees in a remote environment. 

• The complete onboarding checklist for remote employees
• Embracing the remote work model
• Why is onboarding for remote employees important?
• Onboarding remote employees: Best practices
• Staying connected in a remote work environment 

Let’s get ready to onboard! 

9 out of 10 employees would rather do more meaningful work for less pay. That means that retaining employees goes far beyond offering them a competitive salary. 

In a survey conducted by Gallup, lack of career advancement was one of the top reasons employees left their previous position. Optimizing your internal mobility program can curb such risk of employee churn, but there are so many other benefits that come with prioritizing talent mobility. 

From cost-saving to fostering a diverse workforce, it’s no surprise that career mobility should be your priority. So, how do you optimize your internal mobility program and what can you get from such optimization? That’s what I’m taking you through in this Process Street article.

• Internal mobility and what it can look like 
• Why is internal mobility important? 
• Internal mobility program best practices to help you leverage existing talent 
• Across is the only way up 

Let’s go! 

Detailing the exact steps needed in a recurring process – AKA process documentation – seems time-consuming and unnecessarily complicated. After all, it’s something that’s repeated frequently enough that people should know how it’s done, right? WRONG! 

Considering you could be losing anywhere between 20 to 30% of your annual revenue because of inefficiencies, you want your processes to be as lean as possible. Having detailed documentation of a process helps you work more efficiently. 

A good onboarding process ensures you can support your new hire through their transition into the company’s culture. That’s how you’re going to build a loyal and productive workforce. 

So, in this Process Street article, let’s dive into the 3 ways onboarding documentation can help your new hire. Don’t worry – I’m not just dangling the benefits of onboarding documentation in your face. I’m also walking you through some best practices to reap the benefits. 

Here’s what we’re looking at: 

• Taking a deeper dive into process documentation 
• The importance of having an onboarding documentation process
• How to write onboarding documents: Best practices 
• Bringing onboarding documentation to life with Process Street
• Making the process easier with onboarding documentation 

Pen and paper at the ready – let’s start documenting! 

Southport Technology Group strives to offer affordable services to smaller businesses who don’t have an in-house tech team. 

To do this, the team at Southport Technology Group needs to have lean standard operating procedures to ensure they can meet demand efficiently while keeping costs low.  

In this article, I’m taking you through how the team at Southport Technology Group uses Process Street to optimize their onboarding programs for clients, developers, and employees. 

• The challenge 
• The solution 
• The results