All posts in Management


How To Ensure Success with Enterprise Performance Management

With the market size of enterprise performance management expected to grow from $6.44 billion in 2017 to $11.72 billion by 2023, you know that to ignore it is to ignore something monumental.

Enterprise performance management lets you plan, structure, track, and improve your performance across the board. This isn’t something you want to ignore. 

You might want to know what’s going well and where the biggest improvements can be made. Otherwise, you may want to create achievable goals that don’t leave you overreaching or improve your tracking metrics with apps like Process Street. Either way, enterprise performance management is essential. 

That’s why, in this Process Street post, I’ll be breaking down precisely what it is, why it’s useful, and how to use it:

Let’s dive right in!

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8 Free Templates to Improve Diversity in the Workplace

Workplace diversity is more than a buzzword. It’s also more than a passing phenomenon.

Whether it’s findings from MIT proving that having an equal gender balance increases revenue, or McKinsey’s discovery that companies in the top quartile for racial and ethnic diversity have a 35% increase in financial returns above the national average, diversity positively affects both a company’s culture and bottom-line.

At Process Street, we recognize the importance of diversity, but we also understand that improving diversity in the workplace isn’t an easy task for HR teams.

Let’s get started!

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What is Employee Engagement and Why Is It Important? A Complete Guide

what is employee engagement

“What is employee engagement?“

I’d been explaining the ins-and-outs of my job to my family for a while but here I had to stop to give more detail. That’s when it hit me.

To most people, employee engagement is jargon.

They see it as an airy concept that doesn’t have a solid definition – it’s something that marketers point at to sell products and nothing more.

The reality couldn’t be further from that.

Employee engagement is a vital statistic to show the overall health of a business at every level. If you can better this statistic, it can result in massive benefits such as a 67% lower employee turnover rate and 21% higher productivity.

In this Process Street post, I’m taking you through what employee engagement is, how to measure it, and what you can do about it to get those lower employee turnover and higher productivity levels. 

Let’s go!

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A Complete Guide to Workplace Culture: What It Is and How to Make Yours Better

Considering 15% of job seekers reject a company because of its culture, you want yours to be good enough to attract and retain top talent. 

Trying to pin down the exact meaning of “workplace culture” isn’t easy. 

What makes your quest harder is that “workplace culture” has become somewhat of a buzzword in the business world, muddying the waters of its true definition and making it harder to uncover and understand.

In this post, I’m going to explain the specific whats, whys, and hows of workplace culture. I’ll also highlight why it’s vital to instill a positive, forward-thinking workplace culture. 

Let’s dive straight in.🤿

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The Essential Processes Your HR Team Needs Today (+60 Free Templates)

The best HR processesThe 5+ million people who work in HR in the United States have their work cut out for them.

From hiring great-fitting talent and helping with their onboarding, to monitoring employee performance and even resolving any employee conflicts, there’s a lot of ground for HR teams to cover – and in such a short amount of time.

Imagine if there was a way for HR teams to time-save, cost-save, labor-save, and take control of their recurring tasks like never before…

Wouldn’t that be a dream?

At Process Street, we rather like turning dreams into reality. That’s why we’ve hand-picked our most effective, most useful HR processes from our extensive library and are presenting it in this ultimate HR process pack.

Think of it as your one-stop-shop for all the human resources processes you’ll ever need:

Now, let’s stop dilly-dallying and get to it!
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What is HR Management? How Your Employees Can Drive Success

What is HR Management How Your Employees Can Drive Success headerThe larger an organization gets, the more complex it is. More people pulling in different directions creates bottlenecks and slows down an organization’s productivity.

Ideally, human resource departments should be the ones that keep everyone working toward the same goals. Unfortunately, for many companies, HR isn’t working.

According to McKinsey’s 2012 State of Human Capital Report:

  • 42% of HR professionals are not taking action against priority areas;
  • 65% of HR professionals are not pursuing innovative approaches;
  • and 68% don’t have confidence in their strategy.

That’s why, in this Process Street article, we’re going to take this problem seriously and look at:

Let’s get to it.
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How to Choose the Best HRIS (Human Resources Information System)

hrisEmployees are the vital force driving any organization, and as such, making sure that employee information is properly stored and managed is of utmost importance.

Despite the importance of employee data, many HR departments are still filing away paper forms and documents. This is not only inefficient and cumbersome, it’s also not the most secure option available.

Organizations must turn to software solutions for managing the efficiency of their internal HR procedures, while making sure to maintain the integrity of dealing with sensitive employee data.

In HR departments, poorly established and implemented policies and procedures directly impact the quality of life of employees within the organization. By tracking HR performance in a reliable way, businesses can improve efficiency and effectiveness of their business practices.

In this Process Street article, I’ll take a look at the reasoning for implementing a human resources information system, or HRIS, in your business, and break down:

Let’s get started!
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Employee Development Program: The Key to Improving Productivity, Engagement, & Retention

Employee Development Program headerIn my early 20s, I worked as a shift manager at a well-known pizza chain. On my second day, every manager above me was fired and I was told to keep things running until the district manager could arrange someone to take over in “a week or two”.

Not only did I absolutely not know what I was doing, my team knew it.

Chaos ensued. Compliance regulations, SOPs, and basic safety measures flew out the window because the team didn’t trust that I knew what I was doing (which is fair: I didn’t).

It ended up taking three months to get a temporary manager to come over from one of the other stores, and by then I was frustrated beyond belief. The moment she walked in the door, I handed over my keys, put in my notice, and refused to discuss the possibility of staying on in any capacity for any longer.

Back then, I was only 20, this was one of my first leadership roles, and I was clueless. Since then, I’ve held other leadership positions, had some attentive mentors, and gotten to develop the leadership skills that they don’t tell you about in the job description. Today, I could walk into that same situation and roll with it, no problem.

Without those opportunities, though, I would still be that clueless kid failing to get his team united, failing to develop their skills, and failing to see his job as anything more than a means to an end.

Not prioritizing employee development is a bad look, people teams. But – as I’ve said many times before – Process Street’s got your back. Check it out:

Let’s do this thing!
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Ask Before You Hire: 12 Interview Questions for Web Developers

freelance web developer interview questionsWith 5+ years in digital marketing, Yulia Mamonova is driving Lemon.io’s growth with her spot-on writing and clear messages. A writer and a researcher at heart, Yuliia knows how to engage with the readership and build a story that’ll stand out. Yuliia has written over 1500+ pieces over the last few years reshaping the world of FinTech, startups, and content marketing with her skills.

If you are reading this article, you may have already considered outsourcing some of your work to a freelance professional or perhaps even had some experience hiring a freelancer for your project. Or you may have been on the other side of the fence and taken up gig jobs yourself.

Anyway, the post-COVID world has shown us that we need to reevaluate our approach to ‘normal’ work and that freelance workers or independent contractors have a lot to offer to modern businesses facing a lot of budget constraints in these interesting times.

By hiring skilled freelancers, companies can secure themselves the expertise that would otherwise be hard to afford. They can be more responsive to the ever-evolving customers’ demands and still save money by cutting down on benefits.

However, to bring these perks to life, one must choose a real hero of the business’ story, someone who will understand what your team is trying to achieve and consistently contribute to the company’s goals.

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

Let’s get right into it!
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Faster Decisions & Improved Team Collaboration: How to Horizontalize Knowledge

how to horizontalize knowledge
Imagine a military regiment holding a position of key tactical importance, let’s say a bridge. Situational awareness is crucial. The success of the operation depends on access to information that can inform situational awareness, and provide tactical & strategic advantage. In other words, a situation where information is nothing short of vital.

Such a regiment would have access to a large-scale technological intelligence network: aircraft spotters, satellite-mounted motion sensors, heat detectors, and communication eavesdroppers. Commanders with high-bandwidth taps into the supporting intelligence network should have access to vital information to enable decision-making while in the field.

Now let’s imagine that an opposing force seven times the size of this regiment began approaching from three directions. Such a force should not be difficult to detect given the field intelligence available; yet that’s exactly what happened according to David Talbot’s story published in 2004’s MIT Technology Review about the U.S. Army’s 69th Armor Regiment holding a key bridge on the Euphrates River in 2003.

This story perfectly illustrates the problem of vertical vs horizontal knowledge.

The problem was, front-line troops had terrible situational awareness because the flow of information was inhibited by a vertical command-and-control structure (rather than a horizontal flow).

Information had to travel up the chain of command so that major commanders in the rear could interpret it, and then send their decisions back down the line. This resulted in huge latency; the information was there, it just wasn’t getting to the people who needed it when it mattered most.

Talbot’s story goes on to contrast the organizational structure of SPEC-OPS forces organized into small teams of two-dozen; rather than being linked to a single central command, the teams were networked to each other with a designated individual per team responsible for managing flow of information (between their team and the others’).

In these special forces units, flow of information was “flat”, or horizontal; leadership contributions & decision making involved every team member, not just the official designated leader.

In this Process Street article, we’ll be looking at how you can implement horizontal knowledge management in your organization.

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