Being neurodivergent can mean many different things.

For me, it means struggling with anxiety and social interactions. For others, it could mean processing information differently than someone who is “neurotypical.”

In any case, being neurodivergent can influence our choices, decisions, and lifestyles.

This is especially true when it comes to career options. 

For example, I chose to be a writer for a reason. And it’s not only because I love to write! Pursuing this career allows me to express myself in a way I otherwise couldn’t. 

Unfortunately, not everyone gets the opportunity to do what they love, especially those in the neurodivergent community.

As it turns out, 79% of companies in the US believe that the need to train and support neurodivergent employees is much greater than their neurotypical counterparts. But around 80% of people with mental health problems and disabilities remain unemployed.

So if companies believe the support is needed, what are they doing about it?

In this article, I’m going to tackle the subject of how to effectively onboard and support neurodiverse individuals.

I’m also sharing some expert advice from Dr. Clare Mulligan-Foster, a chartered occupational psychologist with over 10 years of experience in the field.

So keep on reading!

• Challenges neurodivergent individuals face in the workplace (+ solutions)
• How to build a company culture that supports neurodiversity
• Tools to help neurodivergent employees
• Benefits of having a neurodivergent team
• What do neurodivergent people think?

Finding ways for remote teams to bond can be a real challenge. So much so that it’s often neglected by leadership.

However, it’s incredibly important to make team bonding a priority. It makes employees feel more engaged and increases morale. This goes for any company, but it’s especially true for remote companies where employees have little to no opportunity to meet in person.

We at Process Street had the chance to meet all together for the first time in 2022. The bonds we made on a three-day retreat were stronger than the ones we made after years of Zoom meetings. And those bonds have changed how we work together. 

In this post, I’m walking you through what team building is, how to do it successfully, and how we at Process Street were able to fly our team to Portugal for a team bonding retreat.

• What is team bonding?
• Why is team bonding important?
• Challenges of team bonding
• Bonding activities for remote teams
• Process Street’s Porto retreat
• What the retreat did for our company
• Start team bonding activities today

This is a guest post by Adela Belin, a content marketer, and blogger at Writers Per Hour. She is passionate about sharing stories with the hope to make a difference in people’s lives and contribute to their personal and professional growth.

After hundreds of applications, weeding out the good from the bad, and a series of interviews, you’ve finally found the right candidate for the role – you extend the offer, initiate the paperwork and that’s it, your work here is done.

But is it?

If your company’s recruitment process is as simple as the above, then you’re missing out on an important step – onboarding.

Neglecting your employee onboarding processes is something you cannot afford to do, especially in a remote set up.

“Employee onboarding, also known as new-employee orientation or assimilation, is the process by which an organization assimilates its new employees.” – SHRM, Managing the Employee Onboarding and Assimilation Process

In this Process Street article, we take a deep dive into a specific type of onboarding process. We will explain how you can perfect your remote onboarding process, wherein a new hire undergoes a set of formal meetings, briefings, socialization, training, and a series of other coordinated activities to get familiar with the remote job role, responsibilities, and overall company culture.

Having an effective employee onboarding process builds loyalty and engagement, improves productivity, and delivers a positive work experience. With that said, you can see how taking the time to perfect your onboarding processes is vital to nurture talent within your remote team.

If you’d rather skip ahead, just click on the relevant subheaders below. Alternatively, scroll down to read all we have to say regarding remote onboarding processes.

• Remote onboarding process: An employee onboarding checklist
• The importance of onboarding for a remote team
• Why you should use a process for remote employee onboarding
• How to onboard your remote employees
• Workflow automation: Use Process Street to automation your remote employee onboarding processes

Let’s get started!
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Human resource departments get a bad rap.

While those in leadership roles predominantly feel that HR has strategic value, a majority of on-the-ground employees feel much differently.

The question is: Why? What can you, as your company’s HR manager, do to correct this?

Here at Process Street, we know a thing or two about HR best practices – and have a wealth of pre-made templates to boot. There’s always room for improvement, though, so lately, we’ve been doing some deep dives into GitLab’s handbook (like my post on how GitLab totally rocks their marketing strategy).

GitLab is unique in a number of ways – most significantly, their willingness to share internal tactics. This post is going to look at five essential concepts every HR manager needs to keep in mind based on GitLab’s own tried and tested processes.

• Why should I care about GitLab?
• Why employees hate HR managers
• 5 human resources best practices for better management
• Successful HR management in the digital landscape

Ready to manage some humans?
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A value statement isn’t some kind of jargon speak for “what we think matters”. It’s a statement of what your company is, what it stands for, and what everyone can expect from it.

It’s the “soul” of your team.

“Culture is living values.

Values are written words, and your culture is how you actually live [them].” – Jeff Lawson, Articulating Company Values & Living Them Authentically: Jeff Lawson

Whether you need to unite your team around a core set of ideals, show potential recruits what to expect and how to act or resonate with your core audience, these values are an essential part of any coherent company. Without defining them everyone will be working on their own assumptions.

So, how do you create a value statement that’s effective, concise, direct and, most importantly, accurately reflects your company?

To answer that, let’s dive straight in.

“Where there is judgment, there is noise – and more of it than you think.” – Kahneman, et al Noise: A Flaw in Human Judgment

The city I live in is home to a very old, very beautiful, and very famous cathedral. It’s been a hotspot for tourists since the days of Chaucer (of course they weren’t called tourists then) and still plays an integral role in the community.

No matter where you are in the city, you can see that distinctive spire above everything. If you managed to get turned out (not as difficult as you might think with many small, medieval streets), that spire will lead you straight back to the center of town. It’s pervasive and omnipresent in such a way that – ultimately – leads to it being utterly ignored.

The main thing you need to know about this cathedral, though, is that it has bells. Loud bells, and many of them. And these bells toll. A lot. Like a lot. Not that briefly pleasant trill of bells you might get on the hour or quarter-hour, either. Some days, I’d swear the bells never stop ringing at all.

The thing is, much like the spire, I never paid much attention to the bells – until they stopped. For the year+ of varying levels of lockdown during the pandemic, the bells remained silent. Lockdown ended and things started reopening, including the cathedral and the cacophonic celebration of every pigeon coo by those accursed bells.

Yeah, it’s become a bit of a thing.

This, dear reader, is an example of noise – both literally and figuratively. The cathedral has always been there – unobtrusive, in the background, subtly influencing my actions and habits without any conscious awareness on my part. It shapes the way I move through the city, my awareness of time, my mood, my memories; but, before lockdown, if anyone asked me if it had any impact on my life, I probably would’ve shrugged and answered, “Not really.”

Noise is everywhere, and it affects every decision we make – especially because we aren’t even aware of it. We all know to check our biases when it comes to important decisions, but how often do you check your noise?

At Process Street, we take good decision hygiene very seriously, so this post will examine the idea of noise presented by Daniel Kahneman, Olivier Sibony, and Cass R. Sunstein in their book, Noise: A Flaw in Human Judgment, and use those ideas in our very own Noise Audit Workflow.

Feel free to skip ahead for the workflow, or stick with me as I discuss the theory of noise:

• What do we mean by “noise”?
• Noise in action: Be quiet! I’m trying to think.
• Reduce noise by focusing on the process
• Check your noise with the Process Street Noise Audit Workflow

Let’s make some noise!
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Gabe Nelson is a content specialist of over 7 years of experience, currently working with bonus.ly. He has a passion and keen understanding when it comes to HR, employee management, and employee rewards. He has written hundreds of content pieces in numerous niches. Currently, he lives in Missouri with his wife and kids.

Your employees are the lifeblood of your business. They provide the support and manpower you need to function and grow. The level of success and the results you achieve will directly reflect the performance of your employees.

Satisfied employees are also more productive and efficient. However, a study showed that as much as 85% of employees are happy with their jobs and only 15% of employees are engaged in the workplace. Happy and engaged workers are more likely to feel personally invested in your business, leading them to work harder and smarter; this results in better products and more satisfied customers.

It’s also vital that employees know where they stand. Not receiving a promotion or a much-anticipated raise because of performance shouldn’t be a surprise to them. Conversely, they should also receive positive feedback for a job well done to keep them moving on the right track; this means that evaluating employees’ performance is an essential role of leadership.

So how do you guarantee an employee’s role is as fulfilling as possible? And how do you communicate how well they are doing in their roles?

In his Process Street article, we’ll be covering:

• Evaluating employee performance
• Creating a recognition system that perfectly fits your employees
• Managing and motivating your employees for success

Let’s jump right in!
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Scaling a business requires a joint effort between many stakeholders. 

This necessity for effective teamwork means that companies need to put the right people in the right positions.

Human resources departments need to have effective systems in place to execute core HR functions – especially in recruitment and onboarding. 

In this post for Process Street, we’re going to take a close look at how human resource management systems (HRMS) work and how they can give your company a leading edge in the war for talent. 

• What is HRMS?
• 5 essential benefits of HRMS
• Challenges of integrating an HRMS
• How to get started with an HRMS
• Integrating your HRMS with simple workflow software

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Effective HR management tips prevents company-wide anarchy.

From solving internal disputes, to presenting a united front to customers, to just plain abiding by the law, HR is a vital discipline which is all too often generalized and pushed out of mind.

That’s why today I’ll be going through 12 HR management tips to help you keep your employees engaged and your company running smoothly. From the utter basics such as being open to hearing feedback on techniques like using social media to grow your network, keep reading to learn everything you need to know to avoid being another Michael Scott.

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“An investment in knowledge always pays the best interest” – Benjamin Franklin

According to the American Society for Training and Development (ASTD), companies with better training investments enjoy a 24% higher profit margin.

Keep this statistic at the forefront and consider the benefits you will obtain if employee development didn’t stop once the training period was over.

Employee development, implemented via an employee development plan, gives an organization the means to continually invest in their employees so they bloom in their role.

Employee development looks to improve employee skills, knowledge, and experience to meet their professional and personal goals. An employee development plan is the set of actions guiding the employee to meet these goals, with back-and-forth collaboration between the employee and the manager.

The research division of Miller Helman Group found that investing as little as $500 in employee development yielded a 46.1% employee performance increase. It is reasons like this that we at Process Street take employee development seriously.

In this article, you will learn what an employee development plan is and how top CEOs use employee development to succeed in their role. On that note, we will also provide you with our free Employee Development Plan Template to help you get started.

Sound good?

Click on the relevant subheader below to jump to your section of choice. Alternatively, scroll and learn all we have to say in terms of employee development.

• Employee Development Plan Template
• What is an employee development plan? Professional vs employee development
• Employee development in action: Rose Marcario, CEO of Patagonia
• Employee development plan benefits
• What should an employee development plan include?

Ready to nurture your best team? Let’s get started!

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