PI Diagnose: How questions and categories were developed

PI Diagnose empowers users to collect detailed, actionable feedback about the employee experience. As with any engagement platform worth its salt, Diagnose was built on science and diligent research. In this article, you’ll learn more about the science behind PI Diagnose and the studies that helped shape the software. Developing Diagnose’s questions The centerpiece of…

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PI Diagnose: Taking action on engagement

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…

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Introducing the Artisan Reference Profile

Learn about the rebranding of the Craftsman Reference Profile to Artisan, along with other inclusive changes coming to the PI platform.

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Promoting self-awareness and awareness of others

Expectations and norms can help, but it’s even more important for your team to practice awareness. When an individual understands who they are at work and understands who others are like around them, they get a clearer picture of how to interact with one another. Think of someone who doesn’t show up to a meeting…

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Creating standard communication guidelines

Now that we have some basic expectations set, it’s time to focus on how we actually communicate with each other. Not everyone communicates the same way. As a result, it’s important to set ground rules on the words and methods we use to communicate.  The norms we describe below should not be set by one…

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Setting clear expectations for your team

Why is your team important to your business? What does your team do every day? If your team can’t answer those questions, it might indicate communication issues. Setting clear expectations is important to make sure that regardless of personal differences, each member can agree about their goals. Create S.M.A.R.T. goals Just like your organization has…

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Why is effective team communication important?

We’ve all had that one person at work we didn’t agree with. That disagreement is okay—even beneficial. People are unique. When they express their different perspectives, there’s always a risk of conflict. The problem is when this leads to unhealthy conflict. When people on a team stop communicating effectively, projects get derailed. Even when people get…

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PI Diagnose: The four drivers of engagement, and how to measure them

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…

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Promoting Fair and Responsible Use: Adverse Impact & Bias

Assessments, such as those utilized through PI Hire, can help hiring managers gather more information about job candidates than they would with a simple interview process.  But with great power comes great responsibility. It’s critical to use assessments in an equitable and responsible manner. Your aim is to ensure useful results with minimal unintended side…

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What is the Behavioral Target?

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…

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PI Diagnose: The importance of user anonymity and data confidentiality

PI Diagnose is designed to ensure your voice is being heard within your organization, so you can enjoy a better employee experience.  When you share candid feedback with your manager, you give them the ability to act on that data and create the change you seek. This is only possible when you’re open and honest—and…

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Cater onboarding to your employees

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…

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Make onboarding a team effort

In the last lesson, we mentioned asking future coworkers to greet a new employee. Your team shouldn’t just help with early onboarding, though—they should be involved in the whole process. We’ve created a FAQ for this below.

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