Employees leave their jobs to avoid burnout, make extra money, and secure career advancement. Those grounds sit on the foundations of the War for Talent and the Great Resignation.

Due to this construct, almost 64% of companies say employee retention is more problematic than recruiting. With the odds against you, how can employee churn be prevented?

Well, for starters, you can explore organizational commitment.

The theory of organizational commitment persuades employees to stay for the long term. It helps to avoid churn by making employees feel more valued. This informative post from Process Street will show you how that works.

The five organizational commitment topics you’ll learn about are:

• What is organizational commitment?
• How can organizational commitment help retention?
• Why HR managers should prioritize organizational commitment
• The three types of organizational commitment
• Organizational commitment and employee engagement

You need a 30-60-90 day plan more than ever.

Hiring the right person can be insanely difficult. Not to mention that the hiring process itself can last up to 23.8 days. That means you’ve invested over three weeks before your new hire starts.

Whenever a new hire joins your company, do you wonder how long they’ll last? Well, 20% of new hires quit within their first 45 days. Moreover, they could be on another company’s poaching list. In a talent shortage, that’s all you need. Especially with all the recruitment emails you’ve been sending out. 

With many areas in human resources that can go wrong, how can you go right? And how are other employers getting it right? Specifically, companies such as:

• Dupont
• Lockheed Martin
• Microsoft

The best way to ape the success of these companies is by nurturing talent. That all starts with great onboarding and a retention strategy from day one. That’s where the 30-60-90 day plan can help you.

This Process Street post will guide you through using and understanding a 30-60-90 day plan. You can even use the template immediately with your free Process Street account!

Here’s your guide to using a 30-60-90 day plan to improve new employee experience:

• An introduction to the 30-60-90 day plan
• Using a 30-60-90 day plan
• Tips for HR managers using the 30-60-90 day plan
• The 30-60-90 day plan for new hires
• Performance review for a 30-60-90 day plan

In early 2022 the Process Street team attended HR Transform at the MGM Grand in Las Vegas.

We had a great time hanging out with customers and touting the benefits of process over project management.

Our CEO also got to sit on a thrilling, standing room only, panel about employee onboarding.

The panel was headed up by Kevin Grossman of Talent Board.

The attendees were:

• Vinay Patankar, CEO and Co-founder of Process Street.
• Danielle Monaghan, VP Global Talent at Uber (now Google)
• Greg Russell – Head of Talent at Snapdocs

The focus of the conversation was “prioritizing onboarding to help boost retention“.

Below we pulled out some of the most interested parts of the discussion:

• Preboarding helps retention
• The candidate decides whether to participate in preboarding
• Technology can make onboarding feel personal
• Lack of visibility into onboarding can be costly
• Ensuring retention must be an ongoing process

Smaller teams generally have lower capacity. If you have a small human resources team, you’ll know that already. You’ll also know retention is a big problem – and hits harder – when you have fewer HR employees (and less time).

This post explains how small HR teams can save time when onboarding. We’re built a bunch of custom HR templates for you to use. Learn how Process Street can make optimizing your small HR team a breeze. 

This article covers:

• The biggest challenges your small HR team faces
• How can your team effectively onboard new hires?
• Reinvent onboarding with process management software

New hire churn is expensive. Working in HR, you know the cost of having to replace an employee once they hand in their resignation.

A recent survey found that 65% of workers are actively searching for new employment. If you’ve worked in HR for some time, the thought of two-thirds of your employees walking is very worrying. The cost of a new hire found through a recruitment agency can be up to $7500 or more. To start building employee retention early on, and prevent excessive hiring costs, it pays to focus on a perfect onboarding experience.

Here at Process Street, we’ve extensively studied onboarding to help prevent exorbitant costs. One of our greatest successes has been in looking at the recurring tasks involved in onboarding. We’ve helped to provide insight into what can go wrong, and also built templates to direct companies away from excessive spending and losses. 

We believe you can create a perfect onboarding experience for new hires. We also think it can be done without breaking the bank. Please read on to find out more, and utilize our best onboarding templates:

• What makes a good onboarding experience?
• Why is a good onboarding experience important?
• Employee onboarding and retention
• When does employee onboarding start?
• How long should employee onboarding last?
• How to automate employee onboarding
• Employee onboarding for small businesses
• Ask for feedback to help improve employee onboarding

How do you overcome the Great Resignation or the War for Talent?

You could try to rethink your recurring tasks and improve your existing processes.

The answer would be a high-speed ecosystem that uses your checklists and tasks to create optimized workflows. A solution like that would need to be available anywhere and at any time. 

The perfect solution would come with automation as well as optimization. It would also carry a guarantee of no-friction learning and great help support.

What you need is an online office that isn’t complicated.

Process Street can show you how that works and give you 8 hiring processes for free.

So, read on to learn how to streamline and automate your hiring processes:

• #1: Create an effective hiring process
• #2: Use SEO keywords in job descriptions
• #3: Improve the intake meeting
• #4: The HR manager’s guide to job sites
• #5: How to design the take-home test
• #6: Screening interviews that avoid unconscious bias
• #7: The job offer approval process
• #8: Help new hires from day one

Hiring surges are painful. We can agree on that, right?

Fewer candidates for more positions. Who likes that? 

What it means for you is your HR processes must be good. If we’re being honest, they need to be brilliant.

You need to work hard to improve, refine, and trim your HR processes.

What if you could discover a shortcut and stop duplicating work, maybe even eliminate manual tasks in your HR process? 

That would be sweet. It would also mean more hours per day. Time better spent elsewhere. Maybe on the fun stuff, like increasing engagement with new hires. We promise that you can: 

1. Do all that and more with optimized workflows
2. Go even further than that
3. Enjoy fully automated workflows: Built to save you time

Process Street is magic. To prove it, you can have nine of our HR processes for free. That’s only a couple of sand grains from our Sahara-like library of workflow templates.

Oh, and the secret we mentioned? 

Process Street’s chefs have a real hot stove. 

They’ve used it to cook up a delicious shortcut called automations.

Want to know how this magic works? No problem.

But first, let’s show you the steps to streamlining your HR process:

• HR process #1: An efficient recruitment process
• HR process #2: Write a SEO optimized job description
• HR process #3: Screening candidates
• HR process #4: Improve the interview process
• HR process #5: The job offer approval process
• HR process #6: How to accelerate employee background checks
• HR process #7: Improve the onboarding process and retain new hires
• HR process #8: The first 90 days
• HR process #9: Guidance for new hires on their first day