When I think of reverse mentoring, I think of summers with my grandparents as a teenager.

In 2011 they had recently replaced their dial-up with this neat little thing called “whiff-ee,” as my granddad pronounced it. But, as my grandparents grew up in the 1930s and 40s, they didn’t really understand how to use it. Thankfully, they had teenage tech support living in their guestroom for five weeks to help them with all their tech problems and to teach them how to connect all their devices.

I think many people have similar thoughts about reverse mentoring as I do. We think of the kids helping their grandparents with their smartphones and internet connections, setting them up with the simplest possible systems, but it is much more. 

As a younger Millennial/older Generation Z (seriously, no one knows where to put the kids born between 1995 and 1999), my generation has now entered the workforce, and our approach to working is different than that of the generations before us. 

34% of Generation Z believe opportunities for advancement are more important than their salary. If a significant portion of  Generation Z is less money motivated, how do you convince them to stay with your organization long-term?

Here are a few other problems you may often think of: the War for Talent, the Great Resignation, and an increase in older workers choosing early retirement. The answer to these problems is reverse mentoring. Please allow Process Street to explain how it works:

• What is reverse mentoring?
• How to use reverse mentoring
• The benefits of reverse mentoring
• The challenges of reverse mentoring

Employee motivation is a complex thing and something most HR professionals have struggled with at some point. 

If you’re wondering how to increase employee satisfaction, productivity, and, in turn, business outcomes, you’re not alone.

Psychologists have long debated this topic, and their findings provide a gateway to effective employee management.

In this blog post, we’ll explore the psychology behind employee motivation and dive into the solutions that will make your employees thrive.

• Employee motivation theory
• HR tip #1: Communication supports recognition
• HR tip #2: Grow employee engagement with feedback
• HR tip #3: Share goal setting to fuel performance
• HR tip #4: Motivate remote employees
• HR tip #5: Awards and rewards

As an HR manager, you know a company is only as strong as its employees.

Your employees are the backbone of your company. They are the ones who interact with customers, produce products, and provide services.

In many ways, they are the ambassadors of your brand, and their interactions with customers can either reinforce or undermine your brand identity. 

That’s why knowing what qualities to look for in new hires is essential.

By finding candidates who align with your company’s values and providing them with comprehensive training, employees will be able to represent your brand effectively. So, what should you look for? 

• Identifying the qualities of a good employee
• The 7 qualities of a good employee
• The importance of hiring the right people 
• Your employees with either make or break your business 

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

A company is only as good as the employees it hires. We all know this, but let’s take it a step further.

The employee life cycle is the bloodline for any organization. You need to take proper care of your employees to reap success. To do this, you need to understand each stage of the employee life cycle and where your employee stands in it. 

When implemented correctly, effective employee life cycle management boosts long-term retention. Your employees are happy, so they remain longer and continue adding value to your business. 

That doesn’t mean this management is easy, though. That’s why, in this Process Street article, I’m taking you through each stage with a free template. 

• Defining the employee life cycle 
• What are the 6 stages of the employee life cycle 
• The importance of employee life cycle management 
• Life cycle management: Optimize the employee experience

Let’s dive right into it!

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 

Long story short: When employees are engaged, they’re more productive (and so is your organization). 

An engaged workforce is the best foundation for a successful company but little attention is given to what drives that engagement. That’s possibly why 85% of employees aren’t engaged in the workplace. 

A greater understanding of employee psychology will help you hack employee behavior and get your workforce more engaged. 

• What is employee psychology? 
• Self-Determination Theory: Why employee autonomy improves motivation  
• How fostering developmental relationships impacts engagement
• Why employees need meaningful work 
• Why is psychological safety important in the workplace?  
• Letting employees do what they do best 

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

Workflow documentation could have saved me from drowning in paper. 

I was in the process of presenting an English lesson. A mapped-out complex presentation. You will have given your fair share of presentations if you work in a team-driven business. You’ll know a plan is required to help you be efficient, avoid error, and be impactful. In short: optimized.

54% of companies believe mapping complex processes is challenging when automating workflows.

Workflow documentation can help to edit, track, and store the documents that shape your workflows. Process Street has created this article to help you understand the topic:

• What is workflow documentation?
• How to document a workflow
• Make things easy: Workflow documentation software

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