We’ve all felt overwhelmed by advertisements and burned out by peer pressure. Most of us also want to influence people’s decisions to try and get a certain outcome.

That’s where nudge theory comes in.

Less intrusive than advertising and so widely applicable that it’s seen implementation in everything from architecture to politics and charity drives, nudge theory is a great way to present choices to your audience in a way that subtly promotes the one you want them to make.

So, stick around to learn what nudge theory is all about and see how you can use it to influence decisions without making your audience feel like they’re being forced into it.

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This is a guest post from Kyle Anderson; a freelance tech journalist whose typical day is spent scouring the web for the latest developments in the world of business tools and software. He loves any type of software that automates his life! For his pastimes, he is an avid lover of travelling, poetry, and photography.

When it comes to prospecting and the wider sales process, there’s never a shortage of tools you can use to make your work easier and more efficient. One of the most versatile of them is Outlook, a Microsoft tool that is popularly known for email and business calendar management.

However, Outlook is not limited to just these two functions.

You can easily unlock its hidden power by integrating it with compatible add-ins and other extensions. In the end, you’ll be able to complete a broad range of business functions including market/customer research, communication with your clients, document sharing, accounting, and more.

In this Process Street post, we take a look at how you can run a successful outreach campaign for your sales cycle using Outlook and its supported add-ins.

We’ll cover:

• Lead qualification Outlook Add-ins
• Email template Outlook Add-ins
• Meeting scheduling Outlook Add-ins
• Contract signing Outlook Add-ins
• Accounting and invoicing Outlook Add-ins

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This is not just another blog post on workflow software, describing what it is and why it’s important.

Nevertheless, I will quickly mention for those of you who doubt its importance, that the global market size of workflow management systems is estimated to grow at a staggering rate of 23% from 2016 to 2021, shooting up in value from $3.5 billion to just under $10 billion.

In short, it has already begun to establish itself as a key competitive battleground for years to come.

The intent of this post is to provide a comprehensive evaluation of the purpose and use of workflow software, its application in various industries, the role of automation, methods for continuous improvement, and top tips for getting started in a fast, high-impact fashion.

It’s long, it’s heavy, it’s everything you need to know.

Ultimately, I am aiming to provide a practical guide to help you get the most out of the software you use for workflow management.

If you don’t currently use software to manage your workflows, then you must be at least considering it, otherwise you wouldn’t be spending valuable minutes of your day reading this.

In any case, skim through, extract any nuggets of information you find useful, think about your internal business processes and how getting started could improve your team’s productivity and forward strategic goals. It really is surprisingly easy (and affordable) to get the ball rolling.

The goal of this post is to provide you with clear information you need to:

• Understand what workflow software is, how it works and key features
• Evaluate whether or not you need workflow software right now
• Understand the benefits of utilizing workflow software
• Know how you can get started quickly and with minimal stress
• Implement workflows effectively with a 5-step process
• Have a solid understanding of how to set up automation for even greater efficiency
• Set yourself up to achieve both short-term and long-term strategic goals

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I got bitten by a dog recently, and, funnily enough, it gave me the idea for this article.

The dog wasn’t at fault; it was the process that led to me having to get 5 vaccines over the course of a month, wherein my only major complaint was the way patient records were kept and processed at the hospital I went to.

You know how frustrating it is to deal with a business with inefficient, ineffective processes?

Every single time, I had to fill out my name and address again in some tattered paper version of a spreadsheet that got shoved in a filing cabinet. After I’d gone to do that, they were able to confirm that I needed injection 3 because of the paper ‘injection passport’ I got given, and I was sent to pay for this particular session before coming back to queue up again.

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What do Three Mile Island, the Hubble Telescope, and the Ford Pinto have in common?

They all had fatal flaws caused by their substandard quality management systems.

While most failures that could be solved with a thorough QMS don’t result in a combined $3.9 billion in damages and 180 deaths, it’s impossible to argue that such a system couldn’t also bring massive benefits to your own business.

To name but a few, these effects include:

• ISO compliant
• Being more productive
• Becoming more efficient
• Reducing employee turnover
• Systems for measuring and tracking successes and failures
• Better customer loyalty
• Not causing a nuclear meltdown

Sadly, quality management system explanations tend to come with a lot of jargon and dry text. That’s why we here at Process Street bring you this guide on how to create and implement one.

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This article is a guest post from Wendy Dessler; a super-connector who helps businesses find their audience online through outreach, partnerships, and networking. She frequently writes about the latest advancements in digital marketing and focuses her efforts on developing customized blogger outreach plans.

It’s easy to check a few boxes when it comes to backgrounds and ethnicities, but does that really equal inclusivity?

Let’s face it, these are conflicted times. Everything seems to be coming to a head, and as workforce leaders, we need to make it a priority to make sure people feel valued.

Diversity is more than just a buzzword.

Diverse companies have a better reputation, and they also reap the endless benefits of having people from a variety of cultures, experiences, and backgrounds. Even if you don’t think inclusivity and diversity is a real issue today, it is.

An unfortunate 44 percent of managers are “too busy” to bother with diversity initiative. Including more people and encouraging a variety of perspectives does take time. It’s not always easy. It’s a team effort in many ways, yet it’s so essential to success today.

It’s not all about diversity. It’s also about building a culture of respect and appreciation.

We’ve all experienced working somewhere where we didn’t feel welcome. Maybe the leaders were too harsh and demanding. Maybe the hours were ridiculous. These jobs aren’t worth keeping, and they cause employees to feel undervalued.

You work hard to bring the best talent into your company. Don’t you want those individuals to feel excited about where they work? Believe it or not, it’s hard to find top talent today. According to the ManpowerGroup Talent Shortage research, 45 percent of employers across the globe struggle to find the skills they need. This is the highest in over a decade.

It’s time for your company to thrive thanks to different perspectives, skills, and personalities. Give your top performing employees a reason to love working at your organization.

If you’re ready to create an inclusive environment built for thriving, keep reading this Process Street article to explore the top 3 steps for cultivating diversity, inclusivity, and more.

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Being able to sell is a skill.

You know this if you’ve ever tried working in sales.

My first efforts working in a sales capacity were slow.

There were no management structures in place in that small startup to support me, train me, or guide me.

I was going it solo.

There was a lot to learn and, in a role which thrives on confidence, a lot to be anxious about.

Learning the basics of how to sell is important even if you feel you have the natural skills to do well in the area.

For me, learning the basics of the trade came from a little book. A little red book. Jeffery Gitomer’s Little Red Book of Selling, to be precise.

After recommending our audience Gitomer’s text in my best sales books roundup post, I managed to sit down with our best selling author and sales champion to explore the craft.

In this Process Street post, we’ll cover:

• To learn how to sell, you have to learn to communicate well
• The Little Book of Selling: 12.5 Principles of Sales Greatness
• How to make sure you get things done
• Build your personal brand and support it with social media
• How to use humor as an effective tool
• How to understand what’s required for sales leadership

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PocketSuite is a smartphone-based booking, payment, and client management toolset for solopreneurs, which seeks to empower business owners while streamlining the customer experience via SMS communication.

We spoke to Ilya Ornatov, head of growth marketing at PocketSuite to find out how they use Process Street every day to drive down costs, save time, and grow business.

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“We’re here for YOU“, the sign in front of me mocked as I waited my 22nd minute in line at the local store. We could all hear the staff chatting in a back room (a team-wide “lunch break”), discussing the weather while the rest of us silently fumed.

It’s horrible when a business doesn’t put their customers first.

That’s the problem that an omnichannel approach is designed to solve.

Following up from Whitney Blankenship‘s post about omnichannel marketing in e-commerce, we here at Process Street decided to tackle the subject as a whole and show what it means to be an omnichannel business in action.

From theme parks to banks, we’ve got a little of everything. Before all that though, there’s something we need to get straight…

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When an employee has decided to part ways with your company, they are simultaneously opening a window of opportunity for you, as the employer, to gain valuable insight into why they have decided to move on, what went wrong (if anything), and what can be done in the workplace to improve retention and company culture.

Considering the disappointing nature of employee termination, many employers fail to recognize this opportunity, and wave goodbye to their former employees without learning anything.

“Let’s just get it done with and move on” is a way of summarizing this attitude.

Furthermore, they fail to close the relationship on a positive note by showing the individual that they care about listening to their thoughts, and taking action to improve employee morale in the future.

This is a grave mistake, because not only are you missing valuable, actionable insights which will help you attract and retain top talent, but you are also leaving a trail of disappointed, perhaps bitter former employees that can damage your reputation amongst job seekers.

Not to mention, employee turnover is expensive, and failing to take preventative measures is nothing short of shooting yourself in the foot, financially as well as in terms of your brand reputation.

“Experts estimate that the cost of a lost employee is anywhere from tens of thousands of dollars to 1.5-2.0 times an employee’s annual salary. The bottom line for organizations: Turnover, if not systematically studied and understood, can impede achievement of organizational outcomes.” – Jack Altman, How Much Does Employee Turnover Really Cost?

And so, conducting a structured exit interview with a departing employee is an incredibly important, often overlooked part of the offboarding process.

In this Process Street post, we’re going to be looking at:

• What the purpose of an exit interview is, the best time to conduct one, choosing the right method, and important data points to gather
• Examples of excellent exit interview questions
• How to establish a process for flawless execution every time
• How to effectively leverage exit interview data

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