Kevin Payne is a content marketing consultant at Leadhackrs that helps software companies build marketing funnels and implement content marketing campaigns to increase their inbound leads.

2020 shook up the whole notion of work/life balance – not to mention what it actually meant to “work from home”. What had previously been a luxury available in only a few industries suddenly became a health and safety requirement for nearly the entire global population.

In a post-COVID world, however, not everyone has been eager to jump straight back into the office. While employees enjoyed the freedom and flexibility their WFH setups allowed (minus the interruptions of pets, children, and partners), employers also appreciated the benefits of lower maintenance costs and a bit more flexibility in their own lives as well.

In the early days of lockdown, the question on everyone’s mind was: When will we go back to work? After lockdown, the question has become: How do we want to work?

This Process Street post will look at that, and cover the following areas:

• Why are hybrid teams the future?
• Steps to build and grow a hybrid team for your business
• The most vital element of creating a hybrid team

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Let’s face it, the Excel experience is anything but memorable, which is troubling when you’re using a new employee onboarding Excel template.

Effectively onboarding your new hires brings heaps of advantages to the table. For example, good onboarding can boost employee retention by as much as 82%. The troubling thing is that 88% of companies don’t onboarding well. Couple that with the fact that 68% of new hires leave within the first three months.

You get the picture. So, the next question is this: Can Microsoft Excel new employee checklists boost your onboarding experience and reduce new hire churn?

In this Process Street article, I’m taking you through what you can get from using Excel as your new employee onboarding template tool and a few ways you could boost your onboarding experience.

This article will cover:

• Excel checklists: Too one-dimensional?
• How Process Street can right Excel onboarding wrongs
• Microsoft Excel finishes the race, but Process Street is the champion

I’ve put my ‘special’ investigation hat on for this one (yes, I own a special investigation hat and no, you can’t touch it). Let’s get down to the bottom of this and settle the debate once and for all!
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Frank Hamilton is a blogger and translator from Manchester. He is a professional writing expert in topics like blogging, digital marketing, and self-education. He also loves traveling and speaks Spanish, French, German and English.

It wasn’t until 1997 that the term talent management was properly explained. Since then, the practices associated with it have evolved and continue to do so each day.

In this Process Street article, I’ll be taking a look at talent management, its strategies, why it is so important, and how you can implement it in your own company.

As daunting as such management might seem, I’ve also recommended some comprehensive templates to help make implementing your talent management strategy easier.

This article has been split into the below subheadings:

• What is talent management
• The benefits of a talent management system
• How to optimize talent development with a talent management system
• How you can use Process Street in your talent management strategy

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Employees are the vital force driving any organization, and as such, making sure that employee information is properly stored and managed is of utmost importance.

Despite the importance of employee data, many HR departments are still filing away paper forms and documents. This is not only inefficient and cumbersome, it’s also not the most secure option available.

Organizations must turn to software solutions for managing the efficiency of their internal HR procedures, while making sure to maintain the integrity of dealing with sensitive employee data.

In HR departments, poorly established and implemented policies and procedures directly impact the quality of life of employees within the organization. By tracking HR performance in a reliable way, businesses can improve efficiency and effectiveness of their business practices.

In this Process Street article, I’ll take a look at the reasoning for implementing a human resources information system, or HRIS, in your business, and break down:

• What is a HRIS?
• Benefits and solutions offered by a HRIS
• Key things to consider when looking for a HRIS
• HRIS features
• Best HRIS software

Let’s get started!
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Even tech giants have humble beginnings.

In the halcyon days, when Google was making the transition from a bedroom to a rented garage in Menlo Park, it won’t surprise you to learn they didn’t have a tight onboarding process in place.

For years, Google ran on a single, sprawling spreadsheet including a ranked list of the company’s top 100 projects. The projects were confusingly graded on a scale between “far out” and “skunkworks”, and the founders handled the process with a ‘who cares’ attitude.

Since that point, everyone knows Google has made leaps, not only in the Internet space, but also in the workplace. The company is the #3 world’s most valuable brand and the #3 best employer in America. They’ve made extremely effective tweaks to their hiring process over the years, but what isn’t reported as often is their approach to new employee onboarding — the process of getting a new hire equipped with everything they need to integrate into the company culture, work effectively, and succeed.

The wackier aspects of Google’s orientation process are widely known. We’ve heard about the Noogler beanies with motorized propellers, and the Mountain View all-Noogler TGIF meetings where the founders “just come in and make some dad jokes”. The inner workings of the process, however — the parts that make it so notoriously effective — aren’t as obvious.

In this article, I’m going to run through the nuts and bolts of Google’s ‘just in time’ employee onboarding process, and some of the supporting events that happen during.

• Google’s ‘just in time’ onboarding checklist
• Why Google’s checklist is laser-focused on company culture
• Hosting a series of intense lectures
• Educating about company culture
• Adopt Google’s onboarding process in your own culture

Let’s jump right in!
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You’re an HR department of one (and a bit). You have a PEO (professional employer organization) for support, but basically, it’s just you handling the day-to-day.

The CEO says he needs a new role filled ASAP with a list of qualifications. Filling the role will be a challenge, sure – but it’s not the main problem.

How are you going to get this new hire up-to-speed thoroughly in as short a time as possible when you don’t have any sort of standardized structure for doing that?

Simple: Build one.

Easy for me to say, right? It’s my job to build processes; I do it all the time. And that’s true. At Process Street, we do build processes all the time. Sometimes just for the heck of it. You might even say we’re pretty darn good at it.

This means – that’s right – we’ve already built the process you need. You can thank us later. Meanwhile, check out the rest of the post and exactly how you can optimize your onboarding so everyone has a good experience:

• A cautionary tale of one company’s onboarding woes
• Be the HR they need…
• Employee onboarding: Everything’s impossible until somebody does it
• For once, I’m stuck without a punchline

To the process mobile!
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Despite many managers understanding the importance of employee onboarding, Sapling has found that 88% of companies don’t onboard well.

This is a troubling revelation when you take into account that offering an excellent onboarding experience enhances employee retention by as much as 82%.

Want to ensure you have high employee retention while also maintaining job satisfaction? I’ve got you covered.

In this blog post, I’m going to walk you through exactly why good employee onboarding matters, the magic of automation, and what makes up a good employee onboarding experience. Check it out here:

• Start using our new employee onboarding Workflow now!
• Why does good employee onboarding matter?
• The benefits of automating your employee onboarding checklist
• Elements of a good employee onboarding process
• Start onboarding efficiently today with Process Street!

Let’s dive in!
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The early days of a startup are crazy.

You have a small group of brilliant and adventurous people taking on tasks they’ve probably never done. Tight budgets leave you doing things like building desks out of doors because they’re cheaper. Your whole focus is solely directed at the goal of getting your product out there in front of customers, who probably don’t even realize how much they need your product yet.

Fast forward a couple of years and those brilliant and adventurous people now have job titles and (more or less) set job descriptions. Your engineers are spending most of their time finessing the UI and developing new features rather than building fundamental structures and foundations. You have a solid customer base that’s avid about your product – and just keeps growing.

Except – as brilliant as they are – that small group of people no longer has enough hands to do everything that needs to be done.

It’s time to scale your startup – but you need to do it fast, accurately, and strategically. So where do you start?

To find out, I sat down with Process Street‘s very own head of talent, Rosy Bellorini, to get an inside view on how to get the talent you need to scale your startup.

• So you’re ready to scale your startup…
• The first rule of Startup Club
• The Process Street acquisition process

Let’s dig in!
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Instead of an alphabetic writing system, the Incan Empire used a series of knotted and colored strings called quipu.

Quipu are still used in South America today, primarily by herders recording livestock numbers, but experts still only have theories about how the actual Incans used their quipu way back. Some believe quipu were simple memory aids, while others point to purely numerical record-keeping. The latest trend is the theory that quipu were on their way to becoming viable alternatives to written language.

Looking at that image, I know what you’re thinking: How could a series of knots ever represent a narrative about anything?

To be fair, though, the ancient world had a lot of weird record-keeping methods. You’ve probably encountered the Celts’ Ogham alphabet, Viking runes, and the Egyptians’ hieroglyphs – because scholars have been able to figure out what those symbols mean – but there are still many – like the quipu – we don’t quite understand.

For the most part (we think), these cultures followed a predominantly oral tradition, which is why we don’t have any documents explaining their languages. Even the Romans – who loved to write things down – left us a language (Latin) we don’t actually know how to pronounce. All because no one thought about documenting their systems in a universally understandable way that would stand the test of time.

Now, hopefully, your internal onboarding processes aren’t at risk due to your CEO’s sibling overthrowing their rule or violent colonization by an invading force, but if your organization’s employee onboarding isn’t a documented process anyone could use, it’s about as useful to your company as an Incan quipu is to a 21st-century New Yorker.

HR has gone through so many changes in the past few years that it’s not even called HR anymore. The same old systems that have worked just fine up to now just aren’t going to cut it anymore. People managers need dynamic, interactive processes that are flexible enough to meet the ever-changing needs of both their future new hires and their current workforce.

In this Process Street post, I’m going to show you how to easily level up your employee onboarding so it doesn’t become yet another antiquated system no one remembers how to use.

• Old-school employee onboarding mistakes
• Welcome to the HR People Management revolution
• Next-generation employee onboarding automation

Let’s get started!
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I play video games at work.

It’s the remote manager’s nightmare: A wayward employee who does whatever they want because they lack the strict supervision of the office to keep them in line. Critics of remote work would seize on this very scenario as proof that remote workers are merely lazy and entitled.

Should employees’ web activity be tracked to make sure they’re putting in a solid eight hours of work time?

For those remote workers who don’t have designated space or equipment that is “work use only,” why should they agree to be surveilled in their homes and on their personal devices?

How do you guarantee that both your clients and your employees can feel secure that what is meant to be private will not be made public?

Most importantly, if the deliverables are delivered when they should be, does it matter how they got there?

In this Process Street post, I’m going to (attempt) to provide answers to some of those questions, discuss the issues employers need to consider before monitoring employees, and look at some “soft surveillance” alternatives to hard data collection.

• The case for workplace monitoring
• In defense of employee autonomy
• Creating a sustainable balance between monitoring & autonomy

Read on!
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