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.
Think back to a time when you stepped into unfamiliar territory. Can you remember how intimidating it was? That’s the dilemma each new employee faces.
They need to acclimatize to a new culture, a new team, a new role, and new responsibilities. It’s daunting having to walk into an environment where everyone except you knows what they’re doing.
Mentors are responsible for offering a support base for the new hire to get settled in their role quicker. These mentors use their past experiences to offer sound guidance, helping build the new employee’s confidence and skills from the get-go.
Mentoring new employees happens during onboarding, but how can you make the most of it? In this Process Street post, I’m taking you through the mentoring program and how it can be your secret weapon to reduce new hire churn.
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:
Business is forever changing and evolving. The things you need to do to stay up to date can be daunting. Yet, the alternative is falling by the wayside. This occurs when knowledge management is overlooked.
Plus, when 78% of millennial customers won’t give you a second chance, your day-to-day interactions count more than ever. That’s why you need a solid knowledge management system.
Knowledge management is the only way to reliably manage the resources available to your team. It also helps everyone to perform to the best of their ability.
Retained search – an elite model of executive search committed to helping companies place top corporate leaders – is kind of like corporate matchmaking.
Firms engage with client to meet their needs and build lasting relationships with candidates, and their goal is to curate the perfect match between the hire and the company.
Companies that invest in retained search firms expect to see a pool of top-quality candidates and first-class support to hire a new leader. The client company pays a retainer (a fee paid in advance), which means the retained search firm must go above and beyond to deliver top-quality results.
Unfortunately, 40% of executives fail in their new role within the first 18 months. When this happens, the retained search firm has to find a replacement, at their own cost.
Everyone knows that high employee turnover is costly, but when a retained search firm is involved, there is a domino effect of consequences for all the players involved.
Which brings us to the focus of this article – executive onboarding. Specifically, why it is important to all stakeholders in the executive search process, and how retained search firms can bridge the gap between recruiting, hiring, and onboarding executive placements.
I asked George Bradt – executive onboarding expert and author of The New Leader’s 100-Day Action Plan – to share his thoughts on common challenges for new executive onboarding.
At the recent HR Transform Conference, we had the opportunity to ask about your biggest employee onboarding challenges. What did our Process Street survey say?
While 52% of senior managers feel the annual engagement survey is an accurate assessment, 48% of employees do not. Factor in that 1/4 of managers think the surveys are pointless and you have a problem.
Annual surveys encompass such a long period of time that it becomes difficult to accurately measure which initiatives have been effective and which are not.
In addition, it limits the ability to make changes to engagement and motivation policies as they need to happen and before it’s too late to correct any potential damage.
An employee pulse survey is useful as a tool for monitoring engagement, but it can also be applied to other situations. A pulse survey might be used to evaluate new procedures, strategies, and business practices to measure their effectiveness.
Paired with annual surveys, the pulse survey is a powerful tool that can keep your goals targeted and productive.
This post for Process Street will cover everything you need to know about employee pulse surveys – and provide a template you can start using immediately with your free Process Street account.
Perhaps you’ve heard about The Great Resignation, the record number of employees quitting their jobs. In September of 2021, 4.4 million Americans quit their jobs. Each industry has experienced a varying level of employees leaving their positions, though certain ones, like the foodservice industry, were particularly hard hit.
In this post for Process Street, We’ll explore this phenomenon affecting the working world and look at some ways your business can continue to onboard top talent despite the shortages of workers.
New hire churn is expensive. Working in HR, you know the cost of having to replace an employee once they hand in their resignation.
A recent survey found that 65% of workers are actively searching for new employment. If you’ve worked in HR for some time, the thought of two-thirds of your employees walking is very worrying. The cost of a new hire found through a recruitment agency can be up to $7500 or more. To start building employee retention early on, and prevent excessive hiring costs, it pays to focus on a perfect onboarding experience.
Here at Process Street, we’ve extensively studied onboarding to help prevent exorbitant costs. One of our greatest successes has been in looking at the recurring tasks involved in onboarding. We’ve helped to provide insight into what can go wrong, and also built templates to direct companies away from excessive spending and losses.
We believe you can create a perfect onboarding experience for new hires. We also think it can be done without breaking the bank. Please read on to find out more, and utilize our best onboarding templates:
My relationship of the last 2 years had just collapsed, which was the straw that broke… well, my head. I spiraled into a mental breakdown.
I was living in Italy without knowing anyone but my (now ex) girlfriend, living in the same apartment as her, not being able to speak the language, and around $4,000 down in my bank account from when we’d moved there two months prior.
And yet, thanks to our employee assistance program here at Process Street, I was able to get back to England safe and sound. And without worries about getting fired adding fuel to my problems.
“US businesses lose up to $300 billion dollars due to work-related stress. While the root-cause is a grueling work-culture that has gone unchecked for decades, an EAP can help to a great extent.”
No matter how focused and productive an employee is, there will be times when they encounter personal problems that affect their work. That’s where employee assistance programs (EAPs) come in.
EAPs exist to listen to your team’s problems and help them through whatever they’re experiencing. In other words, every team should have access to some kind of EAP.
