At Process Street, we’re proud to rock process management. So much so, we try to encourage a culture of continuous improvement across all of our internal teams & processes.

It’s even in our name. 

So how is it that our content team ended up using a process that was in pretty dire need of a redesign? 

And not just any process, mind you – the process of processes. The process we live and breathe by. The process that defines everything we do – including this very post. The one process to rule us all.

That’s right: Our blog production process was broken. 

We knew it, too. That was the worst part. The entire team was painfully aware of exactly how broken and inefficient the blog production process (BPP) had gotten. 

But you know how it is. Redesigning the blog production process became that thing that’s always on tomorrow’s to-do list.

By the time we finally found the capacity to tackle the process redesign project, there were more exceptions to the process than rules – which is not a good process management system at all. 

So the question became: How do we redesign a process that is constantly in use without breaking everything?

This is how we did it.

• Challenge: Our most essential process… broke
• Solution: Reengineer the process… But when?
• Results: A process that works; a team that’s productive
• Future: Continuous assessment & improvement

Employee onboarding best practices are the anchor to stop you from going adrift.

Surely, you’ve had that sinking feeling? The one where you’ve invested in a super new hire, but it didn’t work out. When it comes to new hires leaving early, you’re not the only fish in the sea. Gen Z spends just over two years in one job. That doesn’t seem long, leaving you with the feeling that something’s off.

What’s more worrying is that 30% of employees leave a job in the first 90 days. Maybe the answer is to be more realistic with new hires. By that, do we mean to tell them Gary in HR has a habit of misplacing paperwork, usually passports? No, there’s a better way. 

The truth is that excellent onboarding leads to 69% of employees staying with you for up to three years. Want in on some of the action? We thought so. That’s why Process Street has written this article to point you in the right direction.

These are the 5 best practices for employee onboarding:

• Onboarding tip #1: Use preboarding to get a quick start
• Onboarding tip #2: Have an onboarding roadmap
• Onboarding tip #3: Use your new hire’s insight
• Onboarding tip #4: Involve your entire organization
• Onboarding tip #5: Plan beyond the first year

Companies need to undergo change all the time. But when do slight improvements need to be made and when is radical change a necessity? That’s where process reengineering and continuous improvement come into play. 

Each is vital to the success of a company but can’t be used to handle the same set of changes. Optimizing your business operations means knowing when to make continuous improvements and when to use process reengineering efforts. 

So, when’s the right time to use what?  

• Diving into process reengineering
• A look at continuous improvement
• What is the difference between process reengineering and continuous improvement?
• Process reengineering vs continuous improvement: Which should you pick? 
• Optimizing your processes looks different for everyone 

You judge people all the time! 

But that’s okay, because we’re all guilty. This is specifically the case when we look at the workplace. Hiring managers make these snap judgments each day – and get paid for it. 

Our first impression of someone sticks. We’re then unconsciously looking for signs that confirm our first impression to be right – even when it’s not. 

Think of it this way: A candidate is late for their first day – the impression is that they’re always late. Now, whenever they arrive late, it confirms the impression that they’re always late. Even if they show up early or on-time most days. 

Please welcome unconscious and confirmation bias – the byproduct of the Halo and Horn Effect. 

This sociological theory doesn’t only exist on page. And it isn’t limited to our interpersonal interactions either. The workplace is a breeding ground for biased opinions and quick judgment calls, especially when hiring. 

To stop the Halo and Horn Effect from influencing your hiring decisions, you first need to understand how this bias creeps into how you perceive others.

• What is the Halo and Horn Effect? 
• How does the Halo and Horn Effect influence hiring decisions? 
• How the Halo and Horn Effect form part of unconscious bias 
• Why is the Halo and Horn Effect bad? 
• How can you limit the influence of the Halo and Horn Effect? 
• Stop judging a book by its cover 

“Project management is a cute way to get started, but serious businesses are committed to process excellence.”  

Vinay Patankar, CEO and Co-Founder of Process Street.

I know, that’s a pretty controversial way to start this post, but so is the debate between process vs. project. You’re either Team Process or Team Project. 

We’re Process Street and the creators of the Process Manifesto, so our support towards Team Process seems pretty self-evident. But it’s not that simple. 

At Process Street, we’re not exclusively using processes. We run projects too.

There’s a time and a place for both process and project management.

But, how do you know when it’s right to opt for process management over project management and vice-versa? 

• What is the difference between process and project management? 
• Process vs project: How do you know which one to use? 
• What are the benefits of process and project management? 
• Process vs project: There’s a time and a place 

86% of executives and employees believe a lack of collaboration is the main reason behind company failure. From this, it’s easy to see how an entire company feels more connected when everyone is working with the same vision and information. 

That’s what makes process transparency so crucial to organizational success. Studies show that organizations with more transparent processes help enhance collaboration, increase engagement, and improve productivity. 

Along with this, employees also believe workplace transparency to be a large contributing factor to job satisfaction. 

So, if your company lacks process visibility, you’re not providing transparency in the workplace and run the risk of losing valuable employees. 

• Why is process transparency important? 
• What are the common signs your processes lack transparency? 
• What happens when process visibility is poor? 
• What do you get from good business process transparency? 
• Investing in the right tools makes everything more transparent 

HR digital transformation reminded me of South Korea.

On a recent trip to Seoul, I automated my whole journey. My train tickets, flight tickets, insurance, and apartment key were on my phone. As a result, I felt more engaged on holiday. Which made me wonder, did I ever want to carry paper documents again?

Okay, carrying paper isn’t a difficult task. But as a process, it’s convoluted. Plus, it’s slow. I wasted less time due to automation. By adapting to change, I had a lot more fun.

Adapting to change – technological change – is at the heart of an HR digital transformation. However, it’s not an easy one to get right. It’s often expensive, with HR tech spending up by 57%. But try not to worry. This Process Street post will explain how to do it without breaking the bank:

• What is HR digital transformation?
• HR digital transformation benefits
• HR digital transformation roadmap
• HR digital transformation examples

My psychological contract was beginning to wear thin. 

Rats surrounded me. Then two tons of glass nearly fell on top of me. My job description, at that time, did not include kindness, reciprocity, and understanding. But an unwritten agreement with my employer made me include those qualities in my work.

The agreement I’m describing is an intangible concept. Please don’t be embarrassed; I had to look that word up too. One thing you might want to look up is that 57% of employees quit their jobs due to feeling disrespected at work. That’s where understanding and respecting the psychological contract can help.

At Process Street, we know you can trawl Google like a fishing boat with a broken net. That’s why we write posts to make topics easily accessible. Here’s one about the psychological contract:

• What is the psychological contract?
• The importance of the psychological contract
• Psychological contract example
• What happens when you breach a psychological contract in the workplace?
• Ways to improve and maintain the psychological contract

Business models used to be pretty simple. From customer-facing storefronts to buzzing offices to call centers, most operated with standard 9-5 business hours. Some of them still do. 

But now, there’s a new wave in business that’s motivating entrepreneurs to consider a results-oriented work environment instead. We have the pandemic and the great resignation to thank for that. 

The problem? 

Picking the right model isn’t always straightforward. Businesses have to analyze their standard operating procedures, long-term vision, client needs, chain of command, and more before making a decision.

If you’re on the fence about which business model to choose for your business, we have just the article you need to make a decision in line with your goals. 

In today’s article, we’ll cover:

• What does a results-only work environment look like?
• What does a traditional 9–5 workplace look like?
• How to discover if a results-only environment or a traditional 9–5 is best for your business

According to ITSMA and Vision Edge Marketing, 74% of marketers don’t keep track of their efforts. This is problematic as it means marketing teams aren’t able to report on how their efforts impact the business as a whole.

At Process Street, we make sure our marketing operations are documented, tracked, and easy to understand, so we can stay on top of our marketing OKRs and ensure they align with top-level company goals. To do this, we utilize Process Street‘s saved view feature.

The saved view gives a summary of workflow data. You can customize these views and present the data to suit your needs. For our marketing team, this means work is tracked and can be easily correlated with internal OKRs. Saved views have helped our marketers gather data, detect patterns, and keep their work on track.

We’ll be covering:

• What are Process Street reports and saved views?
• How our marketing department uses saved views in Process Street’s reports

Let’s get started!
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