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.
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.
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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.
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.
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.
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.
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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.
Employee onboarding improvements matter because the first few weeks decide whether a new hire feels clear, supported, and able to contribute. If the onboarding process is scattered across emails, documents, manager memory, and last-minute reminders, the employee feels that friction immediately.
That friction is expensive. Gallup reports that only 12% of employees strongly agree their company does a great job of onboarding, and weak onboarding makes it harder to build the trust and role clarity new hires need.
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Employee development is how you help people build the skills, judgment, and confidence they need to do better work over time. Training teaches someone how to perform a task. Development gives them a path to grow into larger responsibilities, solve harder problems, and stay engaged with the business.
Done well, employee development improves retention, performance, and customer experience. Research from Gallup has linked strategic employee development with stronger profitability and retention, which is why the best programs are treated as operating systems, not one-off courses.
Only 12% of employees say their organization does a great job with employee onboarding. The first emails a new hire receives set the tone for their entire experience, and most companies get them wrong: too long, too generic, or too late.
The right onboarding email templates save time and make new hires feel welcome from day one. At Process Street, we’ve built ten ready-to-use templates that take HR managers from pre-boarding through onboarding and into a 90-day check-in. Each one is concise, warm, and structured to make a strong first impression.
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