A warm welcome is not a perk. It is the first proof that your company is organized, thoughtful, and ready for the person who just decided to join you. Welcoming a new employee like a pro means making that care visible before they have to ask for it.

That matters because retention pressure is still real. Gallup reported that 51% of U.S. employees were watching for or actively seeking a new job, and 42% of voluntary leavers said their manager or organization could have done something to prevent the exit.

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When you think of team building, two cringey images probably come to mind: awkwardly passing a balloon between your knees at school, or falling backwards into the arms of a colleague you barely know. Good news, it does not have to be that way.

At Process Street, we are all about team building, just not the toe-curling corporate kind. These are 26 team building activities your team will not roll their eyes at, from quick virtual and remote team building activities to full in-person events and bigger offsite trips. Team building activities for work should be fun, and we happen to know how to have fun around the Zoom window.

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Teams are like families.

No, not in the cheesy “we are family” way that makes everyone roll their eyes. I mean it in the practical sense: people are thrown together with different backgrounds, work habits, communication styles, and levels of confidence, then expected to make decisions together every day.

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Big Data freaks me out. Chalk it up to being spoonfed George Orwell at an early age or adolescent heroes like Fox Mulder and Neo, but I still do not trust institutions that want my information.

On the other hand, I use Google for everything, Alexa lives in more rooms than I care to admit, and I still expect Netflix to remember what I watched years ago. We live inside this dichotomy of acceptable spying and unacceptable spying.

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This is a guest blog post by Joe Caccavale. Joe heads up content over at Applied, the blind hiring platform that removes unconscious bias by using behavioral science.

As an organization, you’re committed to improving diversity. You want to build high-performing, diverse teams. To conquer unconscious bias, you need a hiring process that evaluates candidates consistently instead of relying on gut feel.

Nikos Andriotis has two decades of professional experience in education, IT, and eLearning. He holds a degree in Informatics, and his writing has been featured in dozens of tech industry publications. He shares tips and insights about online training and other business-related topics for TalentLMS.

Do you think you’re doing a good job with your employee training?

Strong training still comes down to the same practical question: can employees apply what they learned when real work starts? Current TalentLMS research shows most employees and HR managers are satisfied with their training programs, but heavy workloads still get in the way of learning. That gap is where process matters.

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While many employees want to discuss their career prospects with their managers at least one to four times per year, a shocking 40% never do. In other words, employees won’t ask even when the conversation could help them understand their future.

A Robert Half study revealed a disconnect between managers and their employees on one of the most wanted aspects of any job. Gallup has also found that advancement opportunities remain uneven, and one in four employees lack clear opportunities to move ahead.

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Employee onboarding mistakes are expensive because new hires make stay-or-go judgments fast. Gallup reports that only 12% of employees strongly agree their organization does a great job onboarding, and BambooHR found that many new hires decide whether a job is the right fit within the first month.

The good news is that the most fatal onboarding mistakes are operational, not mysterious. If your process gives people time to learn, keeps work out of static paper systems, and makes expectations explicit, your best employees get a clearer path to contribute.

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Remote onboarding can skyrocket productivity when every new hire knows what to do, who owns each step, and where to go when they get stuck. Without that structure, remote employees can spend their first weeks waiting on access, hunting through docs, and guessing what good performance looks like.

The best remote onboarding processes combine a clear checklist, early connection, manager follow-through, and workflow software that keeps tasks, approvals, and due dates visible. This guide covers 10 remote onboarding best practices you can use to build a repeatable remote onboarding process and remote onboarding checklist that improves productivity and retention.

Strong employee onboarding does more than welcome a new hire. It gives them the access, context, manager support, and operating rhythm they need to become productive without guessing what comes next.

That matters because onboarding is directly tied to employee retention and productivity. Brandon Hall Group research, widely cited in onboarding studies, found that organizations with strong onboarding improve new hire retention by 82% and productivity by more than 70%. In this guide, we will use examples from Salesforce, Netflix, Process Street, and Intercom to show 16 onboarding best practices you can adapt for any team, including customer success.

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