Employee engagement is the key to having a productive team while also making them happy and motivated.

It’s a subjective area that’s hard to measure definitively. As a result, there are those who view the concept as pure nonsense. Granted, there are those who throw the term around higgledy-piggledy, which certainly doesn’t help.

However, considering that disengaged employees cost US companies $450-550 billion every year, it’s not something that can be ignored.

That’s why this post will show you what employee engagement is, why it matters, highlight 8 core strategies for how to improve employee engagement, and why communication is so vital.

If you want to skip ahead, you can do so using the links below:

• Why employee engagement matters
• Employee engagement strategies
• Mastering the recurring workflow
• Communication is king

Engage!
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Research has shown that starting a new job is more stressful than moving house or foreclosing on a loan. HR managers are responsible for making the transition into a new company less stressful than it already is. That’s why employee onboarding is so important.

Typically, onboarding happens during their first week. The phase before and during an employee’s actual first day is called orientation. There’s a ton of misconceptions around orientation being part of onboarding: which is the most important, what tasks are associated with each, and so on.

That’s what we’re taking a look at in this Process Street article.

• Defining employee orientation
• All about employee onboarding
• Employee orientation vs. onboarding: Who’s the overall winner?
• How can Process Street help you blend the two together?
• Offering employee orientation and onboarding for new hire success

Let the fight begin: Employee orientation vs. employee onboarding!
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69% of Millennials would rather make $50k a year at a job they love than $75k a year in a boring job.

On top of that, the cost to the US economy of a disengaged, dissatisfied employee can be up to $500 billion a year.

So how do you make sure that you provide a role that both addresses the needs of your employee and aligns with company goals?

The answer? Adopting these HR best practices.

At Process Street, we recognize the delicate balance between your business and your employees that’s maintained primarily by your HR department. The best practices in this post will ensure that balance stays in place.

You don’t have to take just our word for it, though. We’ll also look at how Adobe, Google, Accenture, and Salesforce implement them in their own companies.

In this article, we will discuss the following:

• The benefits of HR best practices
• Implementing your HR best practices
• HR best practice maintenance for the long-term

Ready to get started?
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Since its founding, Process Street has enabled thousands of companies of all sizes to implement processes that are consistent, effective, and efficient.

Along the way we’ve worked with many large and growing organizations and have come to understand the unique challenges they face with process management. Over time, we’ve also realized our unique ability to help customers attack and overcome these challenges. 

Today, I’m pleased to announce our official launch of Process Street for Enterprise, a new plan that combines the intuitive, no-code tools our users already love with scalability, security, and services to supercharge process management for larger organizations.

In this post, I’ll briefly discuss some of the most common challenges of process management that our larger customers face and then introduce the key solutions and services that will make those obstacles far more manageable, including brand new releases like our enhanced API and SCIM provisioning. 

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!
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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.

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The larger an organization gets, the more complex it is. More people pulling in different directions creates bottlenecks and slows down an organization’s productivity.

Ideally, human resource departments should be the ones that keep everyone working toward the same goals. Unfortunately, for many companies, HR isn’t working.

According to McKinsey’s 2012 State of Human Capital Report:

• 42% of HR professionals are not taking action against priority areas;
• 65% of HR professionals are not pursuing innovative approaches;
• and 68% don’t have confidence in their strategy.

That’s why, in this Process Street article, we’re going to take this problem seriously and look at:

• What is human resource management?
• The 12 primary focus areas for human resource management
• Automation & data-driven HR
• Modern process management for modern human resources

Let’s get to it.
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Bamboo HR found that employees are 18 times more likely to feel committed to an employer if they’re given an effective onboarding experience. This is something you certainly want to achieve when onboarding new hires.

You might want to head to trusty Microsoft Word to create this effective onboarding experience. After all, it typically is our go-to option for everything else. Want to create a quick newsletter? MS Word. Need a brochure? MS Word. You get the point. But, can Microsoft Word really help you create an effective onboarding experience?

This might come as a shock but your trusty Microsoft Word onboarding template likely has the opposite effect on your new hires. That’s what we’re looking at in today’s Process Street article. But, it’s not all bad. I’m also walking you through the onboarding best practices and how you can implement these with Process Street to optimize your onboarding process and boost your employee retention:

• The cursed Microsoft Word onboarding template
• How do you onboard new hires correctly?
• What does Process Street bring to the table?
• Start eating better at Process Street’s table (& get a free onboarding template goodie bag)

Let’s get started!
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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

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Let’s face it, the Excel experience is anything but memorable, which is troubling when you’re using a new employee onboarding Excel template.

Effectively onboarding your new hires brings heaps of advantages to the table. For example, good onboarding can boost employee retention by as much as 82%. The troubling thing is that 88% of companies don’t onboarding well. Couple that with the fact that 68% of new hires leave within the first three months.

You get the picture. So, the next question is this: Can Microsoft Excel new employee checklists boost your onboarding experience and reduce new hire churn?

In this Process Street article, I’m taking you through what you can get from using Excel as your new employee onboarding template tool and a few ways you could boost your onboarding experience.

This article will cover:

• Excel checklists: Too one-dimensional?
• How Process Street can right Excel onboarding wrongs
• Microsoft Excel finishes the race, but Process Street is the champion

I’ve put my ‘special’ investigation hat on for this one (yes, I own a special investigation hat and no, you can’t touch it). Let’s get down to the bottom of this and settle the debate once and for all!
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