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! 

Businesses have been fighting to win the war for top talent since the Great Resignation. To do this, they’re revamping their recruiting strategies to grab the migrating workforce’s attention. 

All this repolishing to recruiting processes means nothing if companies can’t keep this top talent in their workforce. McKinsey found that the biggest problem a CEO faces is holding on to company talent after these employees have been hired. 

This isn’t the case. Poor onboarding can lead to your new hire walking out of your company as quickly as they entered – sometimes even faster. 17% of new hires leave before their first 90 days. 

Effective onboarding is needed to integrate new employees into the existing company culture, ultimately helping to retain them. 

Onboarding isn’t a new company practice. However, believing employee loyalty is guaranteed once they’ve signed their contract is only fake news. 

We’re talking all things onboarding improvements in this Process Street article to ensure you’re keeping the top talent you’re working so hard to attract to your company.  

• What’s the problem with the onboarding process? 
• What you get from improving the onboarding process 
• How to improve the employee onboarding process
• Constantly improving helps you get better onboarding results 

20% of your total staff turnover happens during the first 6 weeks of employment. If you’re not onboarding well, you’re increasing costs. 

Onboarding is an intense process with a new hire needing to complete around 54 tasks. Remote onboarding comes with a unique set of challenges when compared with its in-office counterpart. 

New remote hires need the right tools, resources, and technology to integrate into a company’s culture. They also need to build a rapport with their managers and colleagues. If your HR management can’t help them achieve this, you risk losing top talent and racking up expenses to do so – upwards of $30,000 to $45,000 for each replacement. 

Creating a refined onboarding process can prevent this from happening and rather boost employee productivity and retention. In this Process Street post, we’re giving you 10 remote onboarding best practices to help you get started. 

• Let’s talk about the employee onboarding experience 
• 10 best practices to give the best remote onboarding experience 
• Taking your employee retention to the next level

Get ready to onboard!

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! 

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!