We’re kicking off Season 2 of our Employee Onboarding Podcast with resident new hire onboarding experience experts Ashley Chain & Erin Rice discussing thought leadership in employee onboarding.
In this episode, Process Street’s Erin Rice (People Operations Coordinator) and Ashley Chain (Director of People & Operations) discuss the key components of what makes an awesome onboarding experience, as well as details and insights of Process Street’s own internal onboarding process.
Listen now (or read on) for intel on topics like:
How to align company and departmental onboarding.
Creating processes to wow new hires.
Empowering new hires with actionable training material.
What are the intangible aspects of new hire onboarding?
How do you create a truly magical onboarding experience?
What if your business could establish a culture that harnesses quality as an operational weapon? What if you could make quality a repeatable, instinctive pattern of work that puts your company at the front of the pack?
The past couple of years haven’t been easy for businesses. The snail-paced unfolding of Brexit brought uncertainty and disruption for British and EU businesses, and anyone connected to them.
Then the ravages of COVID-19 shut large swathes of the world economy down and brought the Great Resignation in its wake. And now, inflation is rocketing skyward, the ‘r’ word is on everyone’s lips, and the cheap debt of the last decade is set to be curtailed by the Federal Reserve’s hiking of interest rates.
It’s clear that we’re in the middle of a rough patch. Businesses need to take measured, proactive steps now to weather the storm and make themselves as strong, healthy, and competitive as they can be.
In times like these, it can be tempting to reach for the nuclear option and take dramatic evasive action: diversification, cost-cutting, remodeling, and risk analysis are the order of the day.
Culture doesn’t get much of a look-in. But here’s why that’s a mistake – and why focusing on quality, and how to graft it into the heart of your cultural DNA, is one of the best things your business can do to prepare for the next few years.
Since the outbreak of the Covid-19 pandemic, the U.S Bureau of Labor Statistics indicates that over 47 million people in the United States have voluntarily quit jobs. This phenomenon has been labeled the Great Resignation.
Another survey found that most people who quit their jobs in 2021 did so because of low pay (63%), lack of opportunities for advancement (63%), and feeling disrespected at work (57%). At least a third of those who left say that each of these was a major reason.
So, you may be looking for strategies to reduce your company’s attrition rate and keep your best employees.
In today’s world of job-hopping and freelancing, it’s not easy to keep employees on board, but that doesn’t mean you shouldn’t put in any effort.
If you’re looking to successfully get through the Great Resignation, here are some strategies you may consider implementing:
Every business relies on different software applications to thrive in its niche or market. But if your business isn’t in tech, or if you don’t have any software development experience, odds are you’ll need to use pre-made software that doesn’t perfectly fit your business’s needs.
That is, of course, unless you write your own applications from scratch. But don’t you have to know a lot of programming languages or have coding experience to get the job done? Not with no code platforms.
Today, let’s explore what no code platforms are, how they work, and whether you should use a no code platform for your enterprise’s applications and software solutions.
When I think of reverse mentoring, I think of summers with my grandparents as a teenager.
In 2011 they had recently replaced their dial-up with this neat little thing called “whiff-ee,” as my granddad pronounced it. But, as my grandparents grew up in the 1930s and 40s, they didn’t really understand how to use it. Thankfully, they had teenage tech support living in their guestroom for five weeks to help them with all their tech problems and to teach them how to connect all their devices.
I think many people have similar thoughts about reverse mentoring as I do. We think of the kids helping their grandparents with their smartphones and internet connections, setting them up with the simplest possible systems, but it is much more.
As a younger Millennial/older Generation Z (seriously, no one knows where to put the kids born between 1995 and 1999), my generation has now entered the workforce, and our approach to working is different than that of the generations before us.
34% of Generation Z believe opportunities for advancement are more important than their salary. If a significant portion of Generation Z is less money motivated, how do you convince them to stay with your organization long-term?