All posts in Human Resources

5 Secrets to Hacking Reverse Mentoring

reverse mentoring

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:

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Employee Motivation 101: 5 HR Tips for Management

Anna Mazur
September 23, 2022
employee motivation management

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.

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What Are the Qualities of a Good Employee?

Qualities of a good employee

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? 

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Top 5 Employee Onboarding Best Practices

Mark Jones
September 16, 2022
employee onboarding best practices

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:

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6 Templates for Each Stage of the Employee Life Cycle for Long-Term Retention

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. 

Let’s dive right into it!

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The Ultimate Guide to the Halo and Horn Effect (and How HR Can Limit Its Influence)

halo and horn effect

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.

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Is Understanding Employee Psychology the Secret to Boosting Engagement?

ALT: employee psychology

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. 

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HR Digital Transformation: The Strategy to Shred Outdated Processes

ALT: HR Digital Transformation: The Strategy to Shred Outdated Processes

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:

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Workflow Documentation: How to Increase Efficiency, Reduce Error, & Focus On Impactful Tasks

ALT: Workflow Documentation: How to Increase Efficiency, Reduce Error, & Focus On Impactful Tasks

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:

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The Psychological Contract: Why Employers Need to Understand This Unwritten Code

ALT: The Psychological Contract: Why Employers Need to Understand This Unwritten Code

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:

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