It’s a competitive world out there. Your business is striving every day to outperform your competitors. 

That might mean lower pricing, better website design, or more engaging content. But it’s not easy to find new ideas that will differentiate you from the rest.

Maybe you’ve invested in excellent communications, including the best business VoIP plans. You may even have invested in better job-related training. 

But do your employees have the right skills for success? Not just hard skills like technical knowledge – we’re talking soft skills.

92% of talent professionals say that soft skills matter as much or more than hard skills when they’re hiring. 

80% also say soft skills are increasingly important to company success. 

And Deloitte forecasts that soft skill-intensive occupations will account for two-thirds of all jobs by 2030.

What does that all mean? If you’re not nurturing your employees’ soft skills, you’re missing out on a massive opportunity to make your business more successful. 

So, what can you do? 

• What are soft skills? 
• What are the soft skills you should be looking for? 
• 7 ways to develop soft skills in the workplace
• Soft skills help your business perform better 

As an HR manager, you know a company is only as strong as its employees.

Your employees are the backbone of your company. They are the ones who interact with customers, produce products, and provide services.

In many ways, they are the ambassadors of your brand, and their interactions with customers can either reinforce or undermine your brand identity. 

That’s why knowing what qualities to look for in new hires is essential.

By finding candidates who align with your company’s values and providing them with comprehensive training, employees will be able to represent your brand effectively. So, what should you look for? 

• Identifying the qualities of a good employee
• The 7 qualities of a good employee
• The importance of hiring the right people 
• Your employees with either make or break your business 

Companies need to undergo change all the time. But when do slight improvements need to be made and when is radical change a necessity? That’s where process reengineering and continuous improvement come into play. 

Each is vital to the success of a company but can’t be used to handle the same set of changes. Optimizing your business operations means knowing when to make continuous improvements and when to use process reengineering efforts. 

So, when’s the right time to use what?  

• Diving into process reengineering
• A look at continuous improvement
• What is the difference between process reengineering and continuous improvement?
• Process reengineering vs continuous improvement: Which should you pick? 
• Optimizing your processes looks different for everyone 

You judge people all the time! 

But that’s okay, because we’re all guilty. This is specifically the case when we look at the workplace. Hiring managers make these snap judgments each day – and get paid for it. 

Our first impression of someone sticks. We’re then unconsciously looking for signs that confirm our first impression to be right – even when it’s not. 

Think of it this way: A candidate is late for their first day – the impression is that they’re always late. Now, whenever they arrive late, it confirms the impression that they’re always late. Even if they show up early or on-time most days. 

Please welcome unconscious and confirmation bias – the byproduct of the Halo and Horn Effect. 

This sociological theory doesn’t only exist on page. And it isn’t limited to our interpersonal interactions either. The workplace is a breeding ground for biased opinions and quick judgment calls, especially when hiring. 

To stop the Halo and Horn Effect from influencing your hiring decisions, you first need to understand how this bias creeps into how you perceive others.

• What is the Halo and Horn Effect? 
• How does the Halo and Horn Effect influence hiring decisions? 
• How the Halo and Horn Effect form part of unconscious bias 
• Why is the Halo and Horn Effect bad? 
• How can you limit the influence of the Halo and Horn Effect? 
• Stop judging a book by its cover 

“Project management is a cute way to get started, but serious businesses are committed to process excellence.”  

Vinay Patankar, CEO and Co-Founder of Process Street.

I know, that’s a pretty controversial way to start this post, but so is the debate between process vs. project. You’re either Team Process or Team Project. 

We’re Process Street and the creators of the Process Manifesto, so our support towards Team Process seems pretty self-evident. But it’s not that simple. 

At Process Street, we’re not exclusively using processes. We run projects too.

There’s a time and a place for both process and project management.

But, how do you know when it’s right to opt for process management over project management and vice-versa? 

• What is the difference between process and project management? 
• Process vs project: How do you know which one to use? 
• What are the benefits of process and project management? 
• Process vs project: There’s a time and a place 

86% of executives and employees believe a lack of collaboration is the main reason behind company failure. From this, it’s easy to see how an entire company feels more connected when everyone is working with the same vision and information. 

That’s what makes process transparency so crucial to organizational success. Studies show that organizations with more transparent processes help enhance collaboration, increase engagement, and improve productivity. 

Along with this, employees also believe workplace transparency to be a large contributing factor to job satisfaction. 

So, if your company lacks process visibility, you’re not providing transparency in the workplace and run the risk of losing valuable employees. 

• Why is process transparency important? 
• What are the common signs your processes lack transparency? 
• What happens when process visibility is poor? 
• What do you get from good business process transparency? 
• Investing in the right tools makes everything more transparent 

If you’re thinking of starting a new business, you’re not alone. Every year, millions of people worldwide take the plunge and become entrepreneurs.

In the United States alone, 356,000 new businesses were formed in Q3 of 2021.

But starting a business is no easy feat. From coming up with a brilliant idea to getting it off the ground, countless challenges need to be overcome. On average, about every fifth new business fails within the first year.

But it’s not all doom and gloom. The rewards of startup life can be great too. From making your own rules to seeing your idea take off, there are plenty of reasons to take the plunge.

In this article, I’ll explain the challenges and rewards of startup life and offer some tips on how to overcome the challenges. I’ll also demonstrate how you can enjoy the rewards by avoiding burnout.

• The challenges of starting a new business 
• The rewards of owning & growing a startup 
• How to overcome the challenges of startup life & maximize success
• The art of not burning out
• Embrace the challenges & watch yourself grow

So let’s get started.

Business process management software (BPM) can increase company success by 70%. That’s if you’re using a tool that aligns with your business needs. 

With so many options on the market, it can be daunting to pick the right one. Doing a quick Google search will leave you paralyzed because of the endless options available. 

That’s why you’re here. We’re keeping to our promise of ‘the best,’ which is why we’ve rounded up some of the greatest workflow software solutions available to make your choice easier. 

In this Process Street article, we’re talking about all things workflow software solution-related to help you find the perfect match for your company: 

• Do you need a workflow software solution? 
• How good HR workflow software can help you
• The best HR workflow software solution
• You’re only as good as the tools you use 

Let’s dive right in! 

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’! 

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!