Southport Technology Group strives to offer affordable services to smaller businesses who don’t have an in-house tech team.
To do this, the team at Southport Technology Group needs to have lean standard operating procedures to ensure they can meet demand efficiently while keeping costs low.
In this article, I’m taking you through how the team at Southport Technology Group uses Process Street to optimize their onboarding programs for clients, developers, and employees.
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The Angel Group encompasses several companies that revolve around property buying, property renovation, and property letting.
Joanne Dron, Director and Owner of The Angel Group, talks to us about how Process Street has revolutionized the way they manage new properties, and shares a few tips on how to revamp your other processes and even onboard employees 24x faster.
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Research has shown that starting a new job is more stressful than moving house or foreclosing on a loan. HR managers are responsible for making the transition into a new company less stressful than it already is. That’s why employee onboarding is so important.
Typically, onboarding happens during their first week. The phase before and during an employee’s actual first day is called orientation. There’s a ton of misconceptions around orientation being part of onboarding: which is the most important, what tasks are associated with each, and so on.
That’s what we’re taking a look at in this Process Street article.
Let the fight begin: Employee orientation vs. employee onboarding!
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In what’s being named the Great Resignation, employees are switching career paths, demanding more benefits, and valuing workplaces in a new way. As a result, the needs of high-value employees have changed.
With 95% of businesses struggling to fill job positions, the pressure is on to find and retain valuable new employees. With employees’ changing needs, there’s a significant disconnect between what HR thinks their new hires want and what they actually want.
The corporate world is forever-evolving, but the past couple of years have left most business executives scratching their heads. We’re walking in unfamiliar territory and need some guidance through the thick terrain of how to really welcome a new employee.
That’s what I’m taking you through in this Process Street article.
Let’s dive in!
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The first few months of employment are crucial – we get that! Well, what if I told you that it’s not the first few months you should be worried about.
Don’t get me wrong – those months are important, but you really need to think about the days BEFORE your new hire is welcomed to the team.
Yes, that’s right, folks. You need to start onboarding before your new hire has even arrived.
Please put your hands together for your new best friend: Pre-boarding.
Like with most things, preparation is the key to a successful onboarding experience. Pre-boarding is your prep time that helps you gather everything you need before your new hire’s first day. It empowers you to set a good impression and helps your new hire understand what they can expect throughout the whole onboarding (and employment process).
Long story short – if your pre-boarding is disorganized, you’re already off to a bad start and increasing the already staggering chance that this new hire will leave before their first three months of employment. I’m going to help ensure that doesn’t happen in this Process Street article.
Let’s face it, the Excel experience is anything but memorable, which is troubling when you’re using a new employee onboarding Excel template.
Effectively onboarding your new hires brings heaps of advantages to the table. For example, good onboarding can boost employee retention by as much as 82%. The troubling thing is that 88% of companies don’t onboarding well. Couple that with the fact that 68% of new hires leave within the first three months.
You get the picture. So, the next question is this: Can Microsoft Excel new employee checklists boost your onboarding experience and reduce new hire churn?
In this Process Street article, I’m taking you through what you can get from using Excel as your new employee onboarding template tool and a few ways you could boost your onboarding experience.
This article will cover:
I’ve put my ‘special’ investigation hat on for this one (yes, I own a special investigation hat and no, you can’t touch it). Let’s get down to the bottom of this and settle the debate once and for all!
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Our very own Blake Thorne, Process Street‘s Senior Product Marketing Manager, walks us through a demo of an employee onboarding workflow we’ve built using Process Street.
He covers all you need from how an HR team could use Process Street to take a new hire from signing the offer letter, all the way through setup, orientation, paperwork, and system updates; basically, everything that needs to be done to consider them fully onboarded.
This article is based on the Complete Guide to an Employee Onboarding Process (Process Street Full Demo) video. If you want to see Blake walk through the whole process in full, check it out here:
Even tech giants have humble beginnings.
In the halcyon days, when Google was making the transition from a bedroom to a rented garage in Menlo Park, it won’t surprise you to learn they didn’t have a tight onboarding process in place.
For years, Google ran on a single, sprawling spreadsheet including a ranked list of the company’s top 100 projects. The projects were confusingly graded on a scale between “far out” and “skunkworks”, and the founders handled the process with a ‘who cares’ attitude.
Since that point, everyone knows Google has made leaps, not only in the Internet space, but also in the workplace. The company is the #3 world’s most valuable brand and the #3 best employer in America. They’ve made extremely effective tweaks to their hiring process over the years, but what isn’t reported as often is their approach to new employee onboarding — the process of getting a new hire equipped with everything they need to integrate into the company culture, work effectively, and succeed.
The wackier aspects of Google’s orientation process are widely known. We’ve heard about the Noogler beanies with motorized propellers, and the Mountain View all-Noogler TGIF meetings where the founders “just come in and make some dad jokes”. The inner workings of the process, however — the parts that make it so notoriously effective — aren’t as obvious.
In this article, I’m going to run through the nuts and bolts of Google’s ‘just in time’ employee onboarding process, and some of the supporting events that happen during.
Let’s jump right in!
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You’re an HR department of one (and a bit). You have a PEO (professional employer organization) for support, but basically, it’s just you handling the day-to-day.
The CEO says he needs a new role filled ASAP with a list of qualifications. Filling the role will be a challenge, sure – but it’s not the main problem.
How are you going to get this new hire up-to-speed thoroughly in as short a time as possible when you don’t have any sort of standardized structure for doing that?
Simple: Build one.
Easy for me to say, right? It’s my job to build processes; I do it all the time. And that’s true. At Process Street, we do build processes all the time. Sometimes just for the heck of it. You might even say we’re pretty darn good at it.
This means – that’s right – we’ve already built the process you need. You can thank us later. Meanwhile, check out the rest of the post and exactly how you can optimize your onboarding so everyone has a good experience:
To the process mobile!
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Despite many managers understanding the importance of employee onboarding, Sapling has found that 88% of companies don’t onboard well.
This is a troubling revelation when you take into account that offering an excellent onboarding experience enhances employee retention by as much as 82%.
Want to ensure you have high employee retention while also maintaining job satisfaction? I’ve got you covered.
In this blog post, I’m going to walk you through exactly why good employee onboarding matters, the magic of automation, and what makes up a good employee onboarding experience. Check it out here:
Let’s dive in!
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