There are benefits to hiring for culture fit. When an employee loves your culture, the enthusiasm tends to show in their work. On the flip side, hiring the wrong candidate can be expensive: they may underperform or leave after only a short period of time. There’s benefits to a great culture fit for the candidate…
Who can conduct a cultural interview? If you’ve built a strong culture? Anyone in your organization! If you’ve correctly assessed your values companywide, then they don’t just live with managers, HR, or executives. Anyone should know what values your company stands for, and anyone should be able to ask candidates about them. Put another way,…
What kind of culture do you have? If you’re not sure, you’re not alone. Many companies don’t have a defined culture. The Predictive Index’s Design module can help you determine your culture through what we call “Team Types.” Team Types are essentially the ‘average’ of every team member’s behavioral preferences. You can explore them in the…
Relying on your gut? Many managers have an experience like this: You’re hiring for an open position and you find someone that seems perfect. They’re charming during the interview and their resume is spot-on, and so you fast-track them to the open spot. As soon as they start, they’re a nightmare. They show up late,…
Now that your plan is created and you have considered who you are as a leader, it’s time to follow through. Stick to those accountable dates and create follow-up meetings to assess how the team is doing. Depending on the results, also consider having discussions around what other potential challenges the team would like to…
Remember that engagement and performance are not always directly linked. An employee or team can be performing well but not engaged with the work they’re doing. Or perhaps they’re very engaged but just not performing as well as required for the role. Your plan should consider the following four combinations, shown in the activity below:…
Take some time for the team to reflect on the initial conversation and survey results. When the team meets again, it’s now time to come up with an action plan. What are the potential challenges that had the biggest impact on the team? Select one of the most important to work on. Once again, start…
Analyzing objective people data uncovers issues that aren’t obvious, which allows you to quickly and effectively take action. That’s why understanding this data is so vital. But with so much data at once, where do you start? Now that you have the results, break them down by four factors: Magnitude, Relevance, Breadth, and Repetition. Take the…
Measuring engagement isn’t just about identifying low scores or pain points. It’s also important to notice the positives to make sure you don’t lose sight of things you’re doing well during these changes. No matter what you choose to focus on, the most important thing is that you actually do survey your employees. Without a…
Most businesses monitor much of the same data: sales figures, qualified leads, NPS, P&L, etc. And while these may remain critical barometers of business health, they exist largely apart from people. Complement these business metrics with people metrics–specifically employee engagement data. Check out the activity below to see how using engagement surveys can help you…
Before we dive into what employee data to collect and what to do with it, it’s important to understand the four engagement drives. According to the 2020 State of Talent Optimization Report, on average, only 22% of senior leaders feel they actually know what’s driving employee disengagement. Many companies try to win their employees over through…
Let’s say you run an employee engagement survey and one of the results is: It sounds like there might be a concern with open communication with a lower score like this. Employees not only want their voices to be heard but also want clear expectations around the work they are being assigned. When an employee feels…