Reviews are an important tool for determining, tracking, and evaluating employee goals and goal attainment. Not only do they help you evaluate how an employee is doing based on their competencies and job responsibilities, but they provide an opportunity for you and your employees to align on goals and map out how their work contributes…
Audience: All employeesTiming: 2-3 weeks before the PI Employee Experience (XP) Survey goes liveEmail purpose: Introduce the XP Survey to your employee base Directions: Copy and paste the language below, and use it as a starting point for your email. Feel free to personalize the language to your liking. We recommend you send this email…
Audience: People managers at your organizationTiming: 3-4 weeks before the PI Employee Experience (XP) Survey goes liveEmail purpose: Kick off the XP Survey with your management team before inviting employees to take the survey Directions: Copy and paste the language below, and use it as a starting point for your email. Feel free to personalize…
Job targets enable confidence in job fit – the sense of feeling productive and satisfied in your work because your day-to-day tasks energize you.
Directions: Preview the PI Employee Experience (“XP”) Survey reminder email your employees will receive from The Predictive Index. This email is sent on the day you selected when scheduling your XP Survey. Note: Before your survey goes live, it can be helpful to introduce the survey to your management team and employee base. Feel free…
Behavioral interviewing assumes that past performance is an indicator of future performance. We ask people about their previous experiences in order to see if we can align their responses with our expectations of the job and situations we know they’ll encounter. Using the STAR method to gain more insight into these areas, you’ll identify a…
Soliciting employee feedback is a critical part of building a best-in-class company culture. When your people feel safe to share candid, timely, and specific feedback, it brings you one step closer to creating meaningful change in your organization. But feedback alone won’t spark that change—action must follow. Unfortunately, many leaders struggle to translate feedback into…
Engagement is something any great organization strives for. When people are engaged by their work, team, and organization, they tend to give their 100% each day. Yet engagement can be a difficult concept to grasp. How do you measure it, let alone improve it? In this article, you’ll learn the definition of engagement, the four…
Every individual is wired differently. Their behavioral makeup dictates how they approach and respond to situations in the workplace. And the more insight you have into those behaviors, the better equipped you are as a colleague, team, or organization to understand your people – and put them in positions where they will thrive. Let’s explore…
Not every employee likes to work or be managed in the same way. Some people like clear rules and careful planning. Other people feel stifled by rules and prefer to wing it. By catering your onboarding process to these preferences, you can keep employees more engaged in the onboarding process. That doesn’t mean you need…
Many organizations don’t start onboarding until the employee official walks in the door. But why wait? By starting the onboarding process early, your new hires can begin to absorb your organization’s culture and values before their first day. They’ll hit their first week with more confidence, fewer hiccups, and stronger relationships. Check out our very…
When an organization hires a new employee, it’s rare that the employee immediately starts working. Instead, the employee needs to learn some basics first, like what their role is and how it helps the broader organization. The process of teaching an employee these basics is called onboarding. Onboarding is often defined as the first week…