Employee churn costs about $60,000 per employee, without taking into consideration the indirect costs such as lost business, lower morale, lost productivity, and the time and resources spent on candidate selection before hiring someone.

As a manager, preventing that from happening should be one of your top priorities. You can’t have a productive, successful team if you’re always training new members. 

This Process Street post will cover why churn happens — specifically among Millennials and Gen Z in the post-pandemic job market — and what you can do to prevent it. 

• Are we heading towards the Great Regret?
• Employee churn: Prevention is better than a cure
• Improve recruitment & prevent churn with process automation

Let’s get started.

When thinking of the world’s most popular brands, which ones come to mind? In Forbes’ annual list of the World’s Most Valuable Brands, Apple, Google, Microsoft, Amazon, and (META) Facebook are identified as some of the top-performing companies, with earnings being a key indicator of their success.

But while revenue may be a significant proof point of industry viability, how you approach your customer experience is another metric that gauges the future prosperity of a business. And one that has an equally significant say in how your business fares in the future.  

In Aircall’s report, Putting Your Customer First, we found that more than 50% of customers stopped supporting a business after a poor customer experience. This shows just how impactful a negative customer experience can be, undoing potentially years of customer loyalty in a single interaction. 

On the flip side, though, a positive customer experience can make a profound impression on people and go a long way to securing brand loyalty in an increasingly competitive marketplace.

Either way, customer experience and going all out to impress your audience is one area you cannot afford to neglect. 

To make sure your strategy is as impactful as possible, this Process Street post will cover these five tried-and-tested ways to improve your customer experience below: 

• Be responsive to customer needs
• Provide multiple communication channels
• Follow up with your customers
• Value customer insights – good & bad
• Promote customer testimonials
• Perfecting your customer-first strategy

Without a well-structured policy, lack of engagement and motivation can slowly eat away and undermine your company and your workforce unnoticed until it’s too late. 

So, let’s talk about why engagement and motivation are so important and how to implement good policies without utterly alienating your workforce. Here at Process Street, that’s just the sort of thing we do best. 

Check it out:

• Are employee engagement & motivation the same thing?
• Deloitte’s 5 Elements That Drive Engagement
• The Zinger Pyramid of Employee Engagement Actions
• The Aon Hewitt Employee Engagement Model
• Using modern process management to build effective policies

Let’s dive in!

If you’ve been looking at ways to make your content delivery processes more efficient, you’re not alone.

There are tons of articles on content creation, even more on creative processes, but hardly any articles focused on improving content processes.

This article is all about addressing that imbalance, and getting your content systems coordinated to improve your team’s content efficiency, quality, and delivery. 

By the end, we want to share the exact process we used to:

• Drop our delivery time for content upload by 50%
• Increase our team productivity by 35%
• Improve client satisfaction by 20%
• Enlarge work capacity by 15%

It’s one thing to tinker around the edges, making small improvements here and there. It’s another to re-think and radically change the way you deliver your content. Developing your small business mindset and continuously evaluating your processes are the key to improving your overall content marketing efforts this year.

This article will walk you through every step we took to do that using Process Street’s automated workflows.

• Rethink your delivery process: Give your content marketing a workout
• Content marketing delivery: How we broke the system
• The right tool for the job: How do I get my processes in line?
• How did this one process impact our productivity?
• The future is processes: Cut out distractions and do what you love

Let’s get to it!

“Where do you see yourself in five years?”

We’ve all heard this question before in interviews. It’s one that most people (myself included) aren’t particularly fond of.

The reason – if we’re being wholly and truly honest with ourselves – is because of the answer: I don’t know. You know it. I know it. The person asking you the question knows it.

Still, we like to pretend we do. To do this, we need to plan. To make a plan, we need to know where we want to go, or at least a general direction we intend to go in. Coincidentally, that’s exactly what this Process Street post is about. Who’d have thought, right?

Let’s talk about career progression plans: who needs them, who makes them, and where to even start. I even built a solid template you can use to get started – and you know I make the best templates around.

• Career progression facts & fictions
• The 6 steps of career planning
• The (free!) Career Progression Plan Template
• Where do you see yourself in 5 years?

Okay, then. Let’s get to work.

I’ll be honest: Before I was assigned to write this post, I had no idea what the term “reboarding” meant.

As it turns out, I actually did – I just didn’t have a word for it.

Reboarding is what you do when an employee comes back after an extended absence (12 weeks or more), changes role due to promotion or restructuring, or your company undergoes pretty much any major change where employees will need to adapt to new policies, procedures, and processes.

I know what you’re thinking. Reboarding. Onboarding. It’s all the same thing, right? How complicated can it be?

But reboarding is not the same as onboarding.

They’re both equally important and similar in a number of ways, but the structure, focus, and obstacles of each will be very different.

For example, everyone knows new employees need some sort of onboarding process. Not nearly as many realize that reboarding is:

1. Something that needs to happen for even the most experienced employee;
2. Something that needs to happen even if the employee is returning to the same role;
3. Even a thing managers should do.

Seriously. You know what it’s like coming back from just a couple weeks of vacation. Loads to catch up on, overflowing messages, sometimes new people you’ve never seen before but everyone is already best friends with.

If things can change that much in 3 weeks, how much do you think they’ll change in 3 months?

Yeah. That’s what I thought.

So in this Process Street post, let’s look into exactly what you need to do to make this whole return-to-work thing easier. And don’t worry – I’ve broken it down to just 5 things, so for once you won’t have to slog through one 4,000 words just to get to the good stuff. My editor’s happy about that, too.

These are the things you need to know:

• When reboarding happens
• Essentials for reboarding your employees
• Prioritizing organizational culture during the reboarding process

Let’s get you up to speed, yeah?
Continue Reading

Jenna Bunnell is the Senior Manager for Content Marketing at Dialpad, an AI-incorporated cloud-hosted unified communications and call center IVR systems that provide valuable call details for business owners and sales representatives. She is driven and passionate about communicating a brand’s design sensibility and visualizing how content can be presented in creative and comprehensive ways. Find her on LinkedIn.

Personal user manuals are indispensable tools when it comes to working with new employees and perfecting your new employee onboarding process.

They are written guides that explain to others how best to work with you. They can either be targeted towards people working under you or people working with you.

Personal user manuals are full of information for other employees. They promote team collaboration by making others aware of your personal working style, and allowing them to work best with this.

They’re simple to write and maintain, and their purpose is to help you avoid giving multiple inductions to various new employees.

Having a written document is also useful as it’s information that your employees can come back to time and again—as opposed to a spoken induction when things can be easily forgotten.

If you’re working in a team that extends across multiple countries, there’s no need to plan multiple inductions to fit into everyone’s schedule. A personal user manual can be used instead, saving time, and allowing effective collaboration regardless of different time zones.

You may well be wondering: How on Earth do I get started with such an undertaking? Well, here are some steps you can take to create and maintain a solid personal user manual.

This post for Process Street will outline the 10 focus areas to include in your personal user manual:

• Choose a format for your personal user manual
• Personal user manual 101: Introduce yourself
• Outline your expectations of your team as a manager
• How to work with me: The essentials
• Scheduling: When are you accessible?
• What’s your working style?
• Troubleshooting your new manager
• Your user manual isn’t all about you
• Conflict resolution and you: Everything you need to know
• Personal user manual: The next iteration
• Check that your personal user manual works

Off we go!
Continue Reading

For International Women’s Day, we’d like to share with you just one (there are many) of the amazing women who make Process Street the great place that it is!

There’s no denying that Process Street is made up of some interesting individuals. To celebrate that, we’re taking the opportunity to highlight some of the folks who keep all those gears spinning.

I’ve had a chance to poke around in engineering and design, and while I only kinda/sorta/not really know what goes on over there, I have absolutely no clue what RevOps even is. Sorry, y’all. I know who you are just, y’know, not what it is you actually do. I’m sure it’s very important work and you’re very good at it, though.

So, I was considering that and I had this thought: I bet Tara isn’t doing anything right now and she ought to know about it, right? I mean, she is in charge of it so. I hope so. Plus I can probably turn it into a post which means I’ll have successfully coerced someone else into doing my work for me tapped into the great breadth of talent and wisdom among my colleagues.

My editor is always telling me to get out more. Something about people and interacting and health benefits. I dunno. He’s obsessed with capybaras so who knows what’s up with that guy.

Back to Tara, which is why we’re all actually here. From a humble start studying sociology and neurobiology at Harvard, she also happened to work internationally in business, academia, and education (not the same thing; academia is meaner). Oh, and she’s also a certified ski instructor.

Okay. TBH, RevOps is the last thing I have questions about.

Continue Reading

Kevin Payne is a content marketing consultant at Leadhackrs that helps software companies build marketing funnels and implement content marketing campaigns to increase their inbound leads.

2020 shook up the whole notion of work/life balance – not to mention what it actually meant to “work from home”. What had previously been a luxury available in only a few industries suddenly became a health and safety requirement for nearly the entire global population.

In a post-COVID world, however, not everyone has been eager to jump straight back into the office. While employees enjoyed the freedom and flexibility their WFH setups allowed (minus the interruptions of pets, children, and partners), employers also appreciated the benefits of lower maintenance costs and a bit more flexibility in their own lives as well.

In the early days of lockdown, the question on everyone’s mind was: When will we go back to work? After lockdown, the question has become: How do we want to work?

This Process Street post will look at that, and cover the following areas:

• Why are hybrid teams the future?
• Steps to build and grow a hybrid team for your business
• The most vital element of creating a hybrid team

Continue Reading

Burkhard Berger is the founder of Novum™. You can follow him on his journey from 0 to 100,000 monthly visitors on novumhq.com. His articles include some of the best growth hacking strategies and digital scaling tactics that he has learned from his own successes and failures.

The tech startup scene is one of the most popular trends that is happening in today’s time, with almost 63,700 startups being active in the US alone in 2021. That trend is only expected to grow as many more entrepreneurs try to get an awesome piece of the pie in the world of tech.

Getting into the startup scene, however, is far from pretty. With almost little or no starting money to kick things off, it can be pretty hard to climb up the ranks to be successful.

The startup world is tough, but the ones that push through and succeed are about to get into an entirely new world of business that can possibly propel them into the following generations forward in the future with their own unique market niche to cater to and support their growth all throughout the journey to becoming full-fledged tech companies.

Now with that said and done, this Process Street post will look over the reasons why tech startups fail – and how you can succeed:

• Why startups fail
• Getting started with your startup strategy
• Keep evolving your tech startup

Let’s dive in!
Continue Reading