What if I told you that the organization powering 35% of the internet’s websites is fully remote?

Automattic has a remote workforce based in 75 countries. You might be asking how such a successful business can be fully remote. That’s where Automattic’s remote framework guide sheds some light.  

Many people underestimated the power of remote work – until the global pandemic forced everyone to stay indoors. Even then, many people still thought about the remote work model through the lens of “there’s a pandemic, so you need to work from home.”

Yet, it’s so much greater than that (if you set it up right). We should know – because at Process Street, we’ve been fully remote since 2014. In today’s article, we’re taking a look at Automattic’s remote work framework and how you can achieve autonomous and asynchronous nirvana with it. 

• Arguments against remote work
• The man behind Automattic’s remote work guide
• The five levels of Automattic’s remote work framework 
• Gain a strategic advantage with the five levels of remote work  

Let’s talk business! 

25% of employees are at risk of leaving their job this month due to unhappiness at work. 

Not taking into consideration the financial, labor, and time resources required to replace a single employee, what would it cost to lose 1/4th of your workforce right now?

How quickly could you replace them?

More importantly: How quickly could you replace their unique knowledge and skills?

Probably not before the next 25% walked out the door. 

Sure, this is all a bit hyperbolic. That 25% is spread across companies and industries but it drives the point home.

Replacing even one employee isn’t cheap, quick, or easy. To rephrase my previous question: How many employees can you afford to lose per month?

No worries. Process Street has you covered. This post will go over everything you need to know (plus a few free templates) to keep those flight-risk employees grounded:

• What creates flight-risk employees?
• How to identify an at-risk employee
• 5 ways to keep flight-risk employees on board
• Parting is such sweet sorrow

“The term planning is imbecilic; everything can change tomorrow.“

That was a quote made by a French manager, straight after the 1973 oil crisis.

He’s right, of course. Everything can change tomorrow. We’re living in a world where we see changes every day. Ground-breaking technology, product innovations, and medical breakthroughs.

But does that mean “planning is imbecilic” though?

The truth is that planning can be ineffective and damaging if it’s done badly.

Good planning, on the other hand, can minimize the uncertainty brought on by change.

Don’t believe me?

Take the 1911 race to the South Pole, for example. The race was between two explorers: Roald Amundsen and Robert Falcon Scott. They each had a similar amount of experience and were the same age. Both faced 1,400 miles of gale-force winds, blizzards, and minus temperatures on their expeditions.

Amundsen meticulously planned his trip for several years. Scott didn’t.

Guess which expedition tragically failed?

Amundsen was already sailing back to Norway when Scott’s team finally gave up hope.

So, now we’ve established that planning is sensible, and not ‘imbecilic’, let’s find out why human resource planning is one of the most valuable processes a company can follow.

To do this, I’ll cover:

• What is human resource planning?
• Why is human resource planning important?
• The 7 steps of human resource planning
• How human resource planning is done
• Human resource planning in HRM

Let’s get on with helping you to plan for success!
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In early 2022 the Process Street team attended HR Transform at the MGM Grand in Las Vegas.

We had a great time hanging out with customers and touting the benefits of process over project management.

Our CEO also got to sit on a thrilling, standing room only, panel about employee onboarding.

The panel was headed up by Kevin Grossman of Talent Board.

The attendees were:

• Vinay Patankar, CEO and Co-founder of Process Street.
• Danielle Monaghan, VP Global Talent at Uber (now Google)
• Greg Russell – Head of Talent at Snapdocs

The focus of the conversation was “prioritizing onboarding to help boost retention“.

Below we pulled out some of the most interested parts of the discussion:

• Preboarding helps retention
• The candidate decides whether to participate in preboarding
• Technology can make onboarding feel personal
• Lack of visibility into onboarding can be costly
• Ensuring retention must be an ongoing process

Smaller teams generally have lower capacity. If you have a small human resources team, you’ll know that already. You’ll also know retention is a big problem – and hits harder – when you have fewer HR employees (and less time).

This post explains how small HR teams can save time when onboarding. We’re built a bunch of custom HR templates for you to use. Learn how Process Street can make optimizing your small HR team a breeze. 

This article covers:

• The biggest challenges your small HR team faces
• How can your team effectively onboard new hires?
• Reinvent onboarding with process management software

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!

Business is forever changing and evolving. The things you need to do to stay up to date can be daunting. Yet, the alternative is falling by the wayside. This occurs when knowledge management is overlooked.

Plus, when 78% of millennial customers won’t give you a second chance, your day-to-day interactions count more than ever. That’s why you need a solid knowledge management system. 

Knowledge management is the only way to reliably manage the resources available to your team. It also helps everyone to perform to the best of their ability.

So, today on the Process Street blog, we’ll be covering:

• What is knowledge management?
• Is knowledge management important?
• The history of knowledge management
• Types of knowledge
• How to create a knowledge management system
• How knowledge management helps organizations

Let’s get you on the road to improving your resources!

Retained search – an elite model of executive search committed to helping companies place top corporate leaders – is kind of like corporate matchmaking.

Firms engage with client to meet their needs and build lasting relationships with candidates, and their goal is to curate the perfect match between the hire and the company.

Companies that invest in retained search firms expect to see a pool of top-quality candidates and first-class support to hire a new leader. The client company pays a retainer (a fee paid in advance), which means the retained search firm must go above and beyond to deliver top-quality results. 

Unfortunately, 40% of executives fail in their new role within the first 18 months. When this happens, the retained search firm has to find a replacement, at their own cost.

Everyone knows that high employee turnover is costly, but when a retained search firm is involved, there is a domino effect of consequences for all the players involved.

Which brings us to the focus of this article – executive onboarding. Specifically, why it is important to all stakeholders in the executive search process, and how retained search firms can bridge the gap between recruiting, hiring, and onboarding executive placements.

I asked George Bradt – executive onboarding expert and author of The New Leader’s 100-Day Action Plan – to share his thoughts on common challenges for new executive onboarding.

• How retained search firms can help with executive onboarding
• Common executive onboarding challenges
• Impact of remote work on executive onboarding
• Key elements of a successful and robust executive onboarding program
• Advice for successful executive pre-boarding and onboarding experience
• Stages of executive onboarding
• Podcast: Executive onboarding with Gianna Driver

At the recent HR Transform Conference, we had the opportunity to ask about your biggest employee onboarding challenges. What did our Process Street survey say?

• 25.6% said weak visibility & accountability 
• 19.8% said too many manual tasks 
• 19.8% said poor efficiency & speed 
• 18.6% said challenges with tools & technology 
• 16.3% said clumsy coordination with other teams 

Want to know how to make new hire onboarding less of a pain? Keep reading! 

While 52% of senior managers feel the annual engagement survey is an accurate assessment, 48% of employees do not. Factor in that 1/4 of managers think the surveys are pointless and you have a problem.

Annual surveys encompass such a long period of time that it becomes difficult to accurately measure which initiatives have been effective and which are not. 

In addition, it limits the ability to make changes to engagement and motivation policies as they need to happen and before it’s too late to correct any potential damage. 

An employee pulse survey is useful as a tool for monitoring engagement, but it can also be applied to other situations. A pulse survey might be used to evaluate new procedures, strategies, and business practices to measure their effectiveness. 

Paired with annual surveys, the pulse survey is a powerful tool that can keep your goals targeted and productive. 

This post for Process Street will cover everything you need to know about employee pulse surveys – and provide a template you can start using immediately with your free Process Street account.

• Employee Pulse Survey template
• What’s the difference between a pulse survey & an engagement survey?
• Pulse survey best practices
• Optimize employee engagement with this free pulse survey template

Let’s dive in!