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

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

Employees are 18 times more likely to feel committed to a company when they have a good onboarding experience. Yet, 93% of employers refuse to admit that onboarding experience affects employee retention at all.

What does that mean? 

Employers can’t accept that their onboarding plays a massive role in retaining top talent. In not accepting this, they aren’t investing enough in the onboarding process to see real benefits. 

Don’t want to fall into that staggering 93%? I’ve got you covered. 

In today’s Process Street article, I’m taking you through everything an HR manager needs to know to offer the best virtual onboarding experience: 

• An introduction to virtual employee onboarding 
• Why do HR managers need to be on top form when virtually onboarding new hires?
• Benefits of good virtual onboarding
• Best practices for onboarding in a virtual environment
• Get the most out of virtual onboarding with less effort

Let’s get crack-a-lackin’! 

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

25% of employees are at risk of leaving their job this month due to unhappiness at work. 

Not taking into consideration the financial, labor, and time resources required to replace a single employee, what would it cost to lose 1/4th of your workforce right now?

How quickly could you replace them?

More importantly: How quickly could you replace their unique knowledge and skills?

Probably not before the next 25% walked out the door. 

Sure, this is all a bit hyperbolic. That 25% is spread across companies and industries but it drives the point home.

Replacing even one employee isn’t cheap, quick, or easy. To rephrase my previous question: How many employees can you afford to lose per month?

No worries. Process Street has you covered. This post will go over everything you need to know (plus a few free templates) to keep those flight-risk employees grounded:

• What creates flight-risk employees?
• How to identify an at-risk employee
• 5 ways to keep flight-risk employees on board
• Parting is such sweet sorrow

“The term planning is imbecilic; everything can change tomorrow.“

That was a quote made by a French manager, straight after the 1973 oil crisis.

He’s right, of course. Everything can change tomorrow. We’re living in a world where we see changes every day. Ground-breaking technology, product innovations, and medical breakthroughs.

But does that mean “planning is imbecilic” though?

The truth is that planning can be ineffective and damaging if it’s done badly.

Good planning, on the other hand, can minimize the uncertainty brought on by change.

Don’t believe me?

Take the 1911 race to the South Pole, for example. The race was between two explorers: Roald Amundsen and Robert Falcon Scott. They each had a similar amount of experience and were the same age. Both faced 1,400 miles of gale-force winds, blizzards, and minus temperatures on their expeditions.

Amundsen meticulously planned his trip for several years. Scott didn’t.

Guess which expedition tragically failed?

Amundsen was already sailing back to Norway when Scott’s team finally gave up hope.

So, now we’ve established that planning is sensible, and not ‘imbecilic’, let’s find out why human resource planning is one of the most valuable processes a company can follow.

To do this, I’ll cover:

• What is human resource planning?
• Why is human resource planning important?
• The 7 steps of human resource planning
• How human resource planning is done
• Human resource planning in HRM

Let’s get on with helping you to plan for success!
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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

The Great Resignation has sent top talent searching for a better work-life balance. The Remote Takeover has made the job market exciting because the talent pool is the widest it’s ever been. 

If you can’t give this migrating workforce the flexibility they want, you’re going to miss out on better productivity, improved well-being, and charged organizational performance: The Great Resignation Regret. 

It’s easy to see why you don’t want this opportunity passing you by. So, how can embracing the Onboarding Revolution help prevent this from happening? That’s what we’re looking at in this Process Street article: 

• The Great Resignation: Why are workers leaving? 
• Incentives have changed – Welcome the Remote Takeover
• What opportunities does the Great Resignation present? 
• How does the Great Resignation and Remote Takeover help you? 
• Preventing the Great Resignation Regret with employee onboarding

Let’s get down to business!