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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“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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Hanson Cheng is the founder of Freedom to Ascend. He empowers online entrepreneurs and business owners to put the HR automation systems in place for growth and 10x their business.

Despite being responsible for managing human resources, the HR department is usually one of the most understaffed and overworked departments in many companies. This is because HR involves many manual, repetitive, and monotonous tasks—these range from recruitment to pay and benefits to everything else in-between.

Automating your HR processes will help you:

• Streamline workflows
• Ensure all your processes are consistent
• Reduce errors

Ultimately, HR automation saves you time and money — valuable resources you could better spend on other pressing HR tasks. Research shows that automation can help decrease administrative tasks by 49 percent for HR employers and 30 percent for HR professionals. The same study also revealed that up to 34 percent of HR departments said their organizations were slow in adopting HR automation.

In this Process Street post, we’ll be covering:

• What is HR automation?
• Benefits of HR automation
• 7 key HR processes to automate in 2021
• Why not automating HR processes can set you back In 2021
• HR automation: It’s not an option anymore

Let’s jump right in!

Having a self-care plan in your routine is important.

Why?

According to the 2018 Organization for Economic Cooperations and Development (OECD) report, 18% of U.S. citizens live in relative income poverty, despite a general trend of citizens working longer and longer hours. In addition, factors such as housing affordability, household wealth, and overcrowding rate are showing signs of consistent deterioration.

It doesn’t take an expert to infer that these trends aren’t improving the average life quality. As such, the 2019 World Happiness Report ranked the U.S. 19th, a decline from previous surveys.

To jump to the point, over the past ~10 years, U.S. citizens have become less, and less happy.

A concerning trend that diminishes societal resilience to crises, as we witnessed with COVID-19.

Something needs to be done!

Swinging for change to steer those depressing trends around, the team here at Process Street has created quality, effective, and actionable free self-care resources, ready for you to hop in and use right away.

Use our self-care workflows as part of your own personal self-care journey, or distribute these templates throughout your team to create strong, employee-focused organizational support.

These resources are carefully crafted, drawing from novel and up-to-date research into human happiness, indicating the best habits and self-care behaviors you should adopt for a better quality of life. Check out our Daily Self-Care Template Checklist below for a taster.

Click here to access our Daily Self-Care Checklist!

Click on the links provided below to jump to the relevant template.

• Daily Self-Care Checklist
• Annual Self-Care Planner
• Morning Routine Checklist
• Evening Routine Checklist
• Tony Robbins: Morning Routine
• Achieving a Work-Life Balance
• Backpacking Checklist
• Camping Checklist
• Travel Checklist
• Big Personality Test (Structure Template)
• DISC Assessment (Structure Template)
• Budget Template
• Daily Budget Template
• Daily Routine Checklist
• Daily Schedule Template
• Fitness Planner
• Lisa A. Romano: Overcoming Negative Self-Talk
• Self-Evaluation Performance Review Template
• SMART Goal Setting Checklist
• Weekly Meal Planner
• Work Anxiety Resolution Checklist
• KonMari Checklist

To begin this article, we will explain what a self-care plan is and the perks that come from having one. We will explain how you can design a personal and printable self-care plan that will give you benefits such as improved productivity, enhanced self-esteem, better physical and emotional health, and all-in-all a better life quality.

There is nothing to lose, so what are you waiting for?

Click on the relevant subheader below to jump to that section. Alternatively, scroll down to find out how you can be happier and improve your well-being.

• Self-care plan: What it is and why it is important
• 22 free self-care checklists
• Use Process Street to devise an effective, personal, and printable self-care plan

Let’s set a new trend, for a happier and healthier society.

Employee psychology is important.

Why?

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. 

• What is employee psychology? 
• Self-Determination Theory: Why employee autonomy improves motivation  
• How fostering developmental relationships impacts engagement
• Why employees need meaningful work 
• Why is psychological safety important in the workplace?  
• Letting employees do what they do best 

We’re kicking off Season 2 of our Employee Onboarding Podcast with resident new hire onboarding experience experts Ashley Chain & Erin Rice discussing thought leadership in employee onboarding.

In this episode, Process Street’s Erin Rice (People Operations Coordinator) and Ashley Chain (Director of People & Operations) discuss the key components of what makes an awesome onboarding experience, as well as details and insights of Process Street’s own internal onboarding process.

Listen now (or read on) for intel on topics like:

• How to align company and departmental onboarding.
• Creating processes to wow new hires.
• Empowering new hires with actionable training material.
• What are the intangible aspects of new hire onboarding?
• How do you create a truly magical onboarding experience?

You can listen on Apple, Spotify, Google, Podchaser, Podcast Addict, Deezer, & all your favorite podcast platforms!

What if your business could establish a culture that harnesses quality as an operational weapon? What if you could make quality a repeatable, instinctive pattern of work that puts your company at the front of the pack?

The past couple of years haven’t been easy for businesses. The snail-paced unfolding of Brexit brought uncertainty and disruption for British and EU businesses, and anyone connected to them. 

Then the ravages of COVID-19 shut large swathes of the world economy down and brought the Great Resignation in its wake. And now, inflation is rocketing skyward, the ‘r’ word is on everyone’s lips, and the cheap debt of the last decade is set to be curtailed by the Federal Reserve’s hiking of interest rates. 

It’s clear that we’re in the middle of a rough patch. Businesses need to take measured, proactive steps now to weather the storm and make themselves as strong, healthy, and competitive as they can be.

In times like these, it can be tempting to reach for the nuclear option and take dramatic evasive action: diversification, cost-cutting, remodeling, and risk analysis are the order of the day. 

Culture doesn’t get much of a look-in. But here’s why that’s a mistake – and why focusing on quality, and how to graft it into the heart of your cultural DNA, is one of the best things your business can do to prepare for the next few years.

• What is a culture of quality?
• Why does a quality culture matter?
• The four corners of a quality culture
• The role of leadership in a culture of quality
• Choosing the right tools for a quality culture
• Conclusion: Make a quality culture your objective

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Since the outbreak of the Covid-19 pandemic, the U.S Bureau of Labor Statistics indicates that over 47 million people in the United States have voluntarily quit jobs. This phenomenon has been labeled the Great Resignation.

Another survey found that most people who quit their jobs in 2021 did so because of low pay (63%), lack of opportunities for advancement (63%), and feeling disrespected at work (57%). At least a third of those who left say that each of these was a major reason.

So, you may be looking for strategies to reduce your company’s attrition rate and keep your best employees.

In today’s world of job-hopping and freelancing, it’s not easy to keep employees on board, but that doesn’t mean you shouldn’t put in any effort.

If you’re looking to successfully get through the Great Resignation, here are some strategies you may consider implementing:

• Why employee retention is difficult during the Great Resignation
• The strategies you need to retain employees
• Benefits of catering to employees
• Employee retention strategies: Final thoughts

 It’s a competitive world out there. Your business is striving every day to outperform your competitors. 

That might mean lower pricing, better website design, or more engaging content. But it’s not easy to find new ideas that will differentiate you from the rest.

Maybe you’ve invested in excellent communications, including the best business VoIP plans. You may even have invested in better job-related training. 

But do your employees have the right skills for success? Not just hard skills like technical knowledge – we’re talking soft skills.

92% of talent professionals say that soft skills matter as much or more than hard skills when they’re hiring. 

80% also say soft skills are increasingly important to company success. 

And Deloitte forecasts that soft skill-intensive occupations will account for two-thirds of all jobs by 2030.

What does that all mean? If you’re not nurturing your employees’ soft skills, you’re missing out on a massive opportunity to make your business more successful. 

So, what can you do? 

• What are soft skills? 
• What are the soft skills you should be looking for? 
• 7 ways to develop soft skills in the workplace
• Soft skills help your business perform better