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.

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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When it comes to managing what work gets done, we’re often faced with a choice: is this a project, a process, …or both? Project vs process, the age-old debate.

Different tasks need different approaches.

You need multiple techniques in your skillset and understanding the difference between projects and processes, and how this impacts on work, makes for a very useful tool.

In this Process Street article, we’ll look at:

• Project vs Process: What’s the difference?
• What is a process?
• What is a project?
• The principles of process management
• How projects can become processes
• Get started with process management today

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:

• What is enterprise performance management?
• What makes a good enterprise performance management system?
• Enterprise performance management benefits
• How to carry out enterprise performance management
• Process Street: The perfect addition to your enterprise performance management software

Let’s dive right in!

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.

• 8 free templates to improve diversity
• Why is diversity in the workplace important?
• Processes for improving diversity in the workplace
• Expand your diversity initiatives with Pages & Automations
• More useful HR resources

Let’s get started!

“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. 

• What is employee engagement?
• Reaping the benefits of an engaged employee
• Employee engagement: Can you put a number to it? 
• How to improve job satisfaction and increase employee engagement
• Stop, drop, engage! 

Let’s go!

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. 

• What is workplace culture?
• Workplace culture examples
• How to improve workplace culture 
• Start strengthening your company’s culture today!

Let’s dive straight in.

The 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:

• What is human resource management?
• The 12 primary focus areas for human resource management
• Automation & data-driven HR
• Modern process management for modern human resources

Let’s get to it.
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Employees 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:

• What is a HRIS?
• Benefits and solutions offered by a HRIS
• Key things to consider when looking for a HRIS
• HRIS features
• Best HRIS software

Let’s get started!
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In 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:

• Employee development: Back to basics
• In a world without employee development…
• …one HR department decided to change everything
• Employee development plan: Easier than an IKEA bookshelf
• Go forth and upskill

Let’s do this thing!
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