36 articles in this category
A comprehensive employee offboarding checklist covering resignation handling, final documentation, work handover, exit interviews, and equipment recovery. Learn how to create a smooth departure process that minimizes disruption, maintains positive relationships, and ensures nothing falls through the cracks. Discover how workflow software streamlines offboarding.
Teams that love working together accomplish far more, but most team buildings fail because nobody cares. Activities serve specific purposes: Icebreakers help new teams get to know each other without creepy personal questions, bonding exercises like Minefield build trust so coworkers aren't seen as office serial killers, creative exercises like Marshmallow Challenge unlock brainstorming in work settings, and cooperation activities like Escape Rooms fix yelling and missed deadlines.
Workflows ensure tasks pass between participants systematically - sequential, state machine, or rules-driven. Missing a single HR step creates business setbacks. Poor onboarding affects long-term performance and retention, while automated workflows bring consistency to IT and payroll. Careful planning prevents automation backlash; few businesses ever reverse automation decisions once implemented properly.
Team charters must include mission statements, measurable goals, RACI matrix defining roles and responsibilities, resource budgets allocated to functions, and review processes. Creating charters early reveals budget shortfalls, missing roles, and resource gaps before they become problems. When problems hit, charters show exactly who's responsible for what and why.
Employee onboarding is the first step in a new hire relationship, involving education about the company culture, team introductions, and tool setup. A structured onboarding process can increase retention by 25% and boost productivity by getting employees up to speed faster.
Performance improvement plans need three critical elements: clear area of underperformance, expected improvements, and consequences for not meeting criteria, all documented objectively with employee sign-off. Focus on specific instances where employees missed marks in job functions rather than vague complaints like behavioral problems. Regular follow-up meetings show you actually care.