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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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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“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 

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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