The Great Resignation has sent top talent searching for a better work-life balance. The Remote Takeover has made the job market exciting because the talent pool is the widest it’s ever been. 

If you can’t give this migrating workforce the flexibility they want, you’re going to miss out on better productivity, improved well-being, and charged organizational performance: The Great Resignation Regret. 

It’s easy to see why you don’t want this opportunity passing you by. So, how can embracing the Onboarding Revolution help prevent this from happening? That’s what we’re looking at in this Process Street article: 

• The Great Resignation: Why are workers leaving? 
• Incentives have changed – Welcome the Remote Takeover
• What opportunities does the Great Resignation present? 
• How does the Great Resignation and Remote Takeover help you? 
• Preventing the Great Resignation Regret with employee onboarding

Let’s get down to business!

What was once the exception has now become a common workplace model throughout the world. Since 2005, remote working has increased by 159%. Without a doubt, those numbers saw a massive jump with the 2020 COVID-19 outbreak. 

This new way of working (and living) is here to stay. Why? Remote work can offer increased employee productivity, reduced churn, and decreased absenteeism, and much more. But these benefits are only within reach when you’ve set up a good remote workplace. 

One way of enforcing an effective remote workplace is during the onboarding phase. You can familiarize new hires with the correct resources and processes from the get-go. Just as onboarding is a good way to integrate your employees into a remote working environment, it can also be your biggest downfall if not conducted properly. 

That’s why, in this Process Street article, I’m taking you through everything you need to know about onboarding employees in a remote environment. 

• The complete onboarding checklist for remote employees
• Embracing the remote work model
• Why is onboarding for remote employees important?
• Onboarding remote employees: Best practices
• Staying connected in a remote work environment 

Let’s get ready to onboard! 

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. 

• The challenge 
• The solution 
• The results 

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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.

• Benefits The Angel Group saw with Process Street
• Property management process tips

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.

• Defining employee orientation
• All about employee onboarding
• Employee orientation vs. onboarding: Who’s the overall winner?
• How can Process Street help you blend the two together?
• Offering employee orientation and onboarding for new hire success

Let the fight begin: Employee orientation vs. employee onboarding!
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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:

• Excel checklists: Too one-dimensional?
• How Process Street can right Excel onboarding wrongs
• Microsoft Excel finishes the race, but Process Street is the champion

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:

• Walking through our employee onboarding workflow
• Welcome to the team, Bob!
• Process Street library: Where your workflows live

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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.

• Google’s ‘just in time’ onboarding checklist
• Why Google’s checklist is laser-focused on company culture
• Hosting a series of intense lectures
• Educating about company culture
• Adopt Google’s onboarding process in your own culture

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:

• A cautionary tale of one company’s onboarding woes
• Be the HR they need…
• Employee onboarding: Everything’s impossible until somebody does it
• For once, I’m stuck without a punchline

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:

• Start using our new employee onboarding Workflow now!
• Why does good employee onboarding matter?
• The benefits of automating your employee onboarding checklist
• Elements of a good employee onboarding process
• Start onboarding efficiently today with Process Street!

Let’s dive in!
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