Employees are the most valuable assets among other stakeholders involved in a business. They ensure day-to-day operations and contribute to overall success.

Unfortunately, a 2019 survey revealed that almost half of the employees are dissatisfied with their work. Low salary, stressful workload, team conflict, and poor management usually trigger job dissatisfaction. It can lead to poor performance, decreased productivity, and even employee turnover.

It’s crucial to set up an employee development program in your company. The goal is to ensure job satisfaction, increased productivity, employee engagement, and high retention. 

But how do you gauge if you have happy and contented employees? That’s where surveys enter the picture.

In this Process Street article, we’ll share what employee survey management entails. Find out what the favorite survey questions of business experts are.

• What to know about employee survey management
• 10 favorite employee survey questions from business experts
• The pros and cons of employee surveys
• What do employee surveys mean to employees?
• Employee surveys: From managing people to making employees stay

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! 

“[Human resources is] like what a malevolent AI would come up with if they were trying to sound like they […] don’t simply consider them food to be consumed at the end of the machine. It has the least humanity of any name I could come up with.”

– Jay Hanlon, People & Ops consultant

HR is dead.

For roughly two years I’ve been charged with writing expert content for our loyal “HR” readers. For roughly two years I’ve argued that “HR manager” is absolutely the wrong word. 

When this post came up on the roster, I begged our head of marketing to let me have it. Little did he know that he was about to play the part of Pandora. 

Make no mistake: HR, People Ops, what people think, and what those departments do are very dramatic debates with intense arguments from every side (and then some). Naturally, I intend to do a reverse somersault in pike position from 10 meters. 

(Apparently, that’s a difficult dive according to… diving people. )

While I’m certainly no diving expert, I am a bit of a maestro when it comes to rigorous research routines so you can bet I intend to make a splash:

• People Ops vs. HR: What’s the difference?
• People Operations: Rebranding or rethinking?
• Process Street poll: The public has spoken
• 3 key factors to shift from HR to People Operations

(Don’t worry – that’s the extent of my diving puns.) 

When I researched the unlimited PTO policy, I started thinking of a famous spy.

That’s because my eight-week paid time off was due to James Bond. 

I realized that while I sat in a Shanghai bakery. Ten years earlier, I’d bought a set of James Bond books in a bric-a-brac store. Before coming to China, I’d sold the books and made a considerable profit. 

I hadn’t intentionally taken an eight-week vacation, but I’ll explain that paradox at the end of the article. 

Whether eight weeks or one week, PTO (paid time off) is essential. It increases:

• Performance
• Productivity
• Well-being

Recently, unlimited PTO has exploded in popularity. This Process Street post will guide you through the drawbacks and benefits of this ever-popular policy. You can also use our new template on the subject with your free Process Street account.

Here are four key topics to help you understand and use an unlimited PTO policy:

• What is unlimited PTO?
• 3 Drawbacks of unlimited PTO
• 3 Benefits of unlimited PTO
• An unlimited PTO policy example

Let’s get straight to the point – you’re probably searching for a policy and procedure template you can use.

Moreover, if you want an actionable policy and procedure template, you can find two hand-crafted examples below. One is a blueprint you can use to build your own, and the other is a filled-out example of the first, using a fictional company called Brightstar Marketing.

In fact, both can be easily edited and updated by you inside Process Street.

Continue Reading

“Can prioritizing onboarding really help boost retention?” you may be asking yourself.

The short answer is yes, it really can.

For this episode of Process Street‘s Employee Onboarding Podcast, the team participated in an employee onboarding panel at the HR Transform conference in Las Vegas.

We had a great time hanging out with customers and discussing how important a role onboarding plays in retaining your talent long term.

The speakers 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

Some key points discussed during the panel included:

• Preboarding = better retention
• Personalize onboarding as much as possible
• Transparency helps facilitate process improvement
• Good hiring & onboarding takes a village

You can listen on Apple, Spotify, Google, Podchaser, Podcast Addict, Deezer, & all your favorite podcast platforms!

Whether starting a business or trying to improve an existing one, you have to understand how things will get done. Writing standard operating procedures can seem complicated on the surface, but with some thought, the process can be easy.

Start by answering the following questions: What tasks do you need to do? Who needs to do them? What are the best ways to approach these tasks?

This will be your first step toward systemizing your business. Consequently, creating processes and workflows will define how your day-to-day activities function.

One popular approach is the creation of SOPs (standard operating procedures). But what exactly are SOPs?

Read through these sections to get clued up:

• What is an SOP?
• Writing standard operating procedures: A quick how-to guide
• Examples of Process Street’s fully-written and usable SOPs
• Ensure your SOPs adhere to ISO standards

People are at the heart of any company. After all, what is a business without its employees? This is why it is so essential to build a company culture that values and supports the people who work there. To achieve this, a strong peer-to-peer recognition strategy is essential.

HR teams across a range of industries are starting to see the importance of employee recognition. It is just one of many vital HR processes that work to support any great team.

Let this Process Street article be your one-stop shop for all things related to peer recognition! We’ll cover what exactly we mean by peer-to-peer recognition, how it can benefit your company, and six best practices to include in your recognition strategy. 

• What is peer-to-peer recognition?
• What are the benefits of peer-to-peer recognition?
• 6 best practices to try now

Actively engaged employees. Disengaged. Unengaged. Actively Disengaged. Non-Engaged. 

The term “engagement” gets a lot of traction these days. 

You see posts everywhere with topics like “What is Employee Engagement and Why Is It Important? A Complete Guide” or “Employee Engagement: How to Get a Happy, Productive Team.” 

My favorite is “Employee Engagement & Motivation Policy: Why You Need One For Retention – Yesterday.”

The thing is, though, what do these terms actually mean – and how are they different from each other? 

How do you tell if an employee is really engaged or just a high-performer? What about an employee who has low output versus one who’s actively disengaged?

And what’s this “unengaged” thing about? 

Process Street has answers. This post will walk you through how to identify engagement, figure out the cause, and get your employees excited about their work again. 

• Know your employee (dis)engagements
• Digging out the root of unengagement
• 5 strategies to re-engage your employee
• A final tip before we go

What do a neuroscientist, a DJ, a college professor, and a bartender have in common? 

They all work at Process Street. 

Part of that is due to being a remote company (wider talent pool). Part is the type of person typically drawn to startup work (liminal weirdos). And part is a company culture that understands tacit knowledge is just as valuable – sometimes more valuable – than explicit training. 

This particular cocktail adds up to a company made up of people with diverse backgrounds, experiences, and perspectives collaborating towards a shared objective. 

The outcome – to use the technical term – is very cool.

This is the genesis of our Employee Spotlight series. Not only are our people highly talented in their company roles, but they bring with them a wealth of stories that make for some very entertaining small talk at the beginning of our monthly all-hands meetings.

In honor of International Women in Engineering Day, putting one of our engineers in the spotlight was a no-brainer. 

Allow me to introduce our Senior Frontend Engineer, wife, futsal star, dog-parent, and all-around exceptional human being: Leti Escanciano.