In the last quarter of the calendar or fiscal year, most organizations are fine tuning their strategy for the coming year. The main focus is on sales, marketing, operations and product development. While these are all critical areas, we all would agree that people have a direct impact on achieving desired results. Too often organizations neglect to emphasize people strategy. Let’s face it, all business problems are people problems.
Just look at the past two years. We’ve come out of the pandemic and are now navigating a complex economic landscape and labor market. We’ve experienced the Great Resignation where employees took stock of their current situation and made changes based on the need for flexibility and purpose. We’re staring down Quiet Quitting where employees are giving the bare minimum because they are burned out or checked out. Organizations are closely looking at the economic trends and confronting the reality of a shrinking workforce.
One thing is certain- organizations still need to hire the right people and provide them with development opportunities to grow and prosper. In a recent survey of CEOs conducted by the Predictive Index, 49% of respondents said “attracting qualified candidates” was a top hiring concern and 37% cited “recruiting people who will stay with the organization” a priority.
What if organizations hired people based on their behaviors and motivations and matched them with meaningful work that leverages their strengths?
Managers could take years to figure out what motivates their employees or they could employ technology which provides a 6-minute assessment. The behavioral assessment would provide insights into individual preferences and cultural fit. The assessment may support new hires “speed to value” by ensuring that they’re matched with the right work. Everyone benefits from more productive employees who are looking to stay with an organization.
What if employees were placed on teams with the potential to actually solve business challenges and meet strategic goals?
If your business strategy is to enhance your processes, will a team of innovators be able to achieve this goal? Conversely, asking a team of people who are process and precision oriented to innovate and develop a new product offering could prove disastrous. Randomly placing people on teams that are not equipped to achieve strategic goals, may cause frustration, friction and end with valued team members leaving the organization.
Taking a thoughtful approach to who you are bringing into the organization and curating a team of employees best suited to execute your strategy can be the difference between success and failure.
KardasLarson and the Predictive Index can help you achieve “speed to value”. Contact us today to learn how the power of a 6 minute assessment could help your organization achieve stronger results.