Directions: Preview the PI Employee Experience (“XP”) Survey launch email your employees will receive from The Predictive Index. This email is sent the day your XP Survey goes live. Note: Before your survey goes live, it can be helpful to introduce the survey to your management team and employee base. Feel free to use the…
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…
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…
Just because you have a clear vision doesn’t always lead to a high-performing culture, although it does help. Before building your culture, you first need to take into account the current culture. Do you already promote strong leadership principles, employee development, etc.? If so, what areas need the most improvement? Don’t try to tackle all…
Whether you’re looking to make a shift in your existing culture or build one for the first time, you need to start with a vision. What is your organization trying to achieve, and how do you want you and your employees to interpret the work to be done? Let’s say you want to be the…
Organizational culture represents your business’s core values, rewarded behaviors, and, ultimately, performance drivers. Culture is a result of deliberate, intentional action, so you’ll need to make sure you take calculated measures to build your culture in a way that benefits your organization. But what does it mean to have a culture that promotes high performance?…
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…
Your culture is not defined just by those at the top. Every person in an organization has the ability to impact the culture. That’s why it’s important to support culture leaders at every level. Sometimes, even those with the least amount of formal authority can play the biggest role in culture. Give employees an opportunity…
Reinforcing your values will increase employees’ belief in the culture you’ve created. Determine which behaviors should be rewarded and which should be discouraged. For example, the company pushing for improved teamwork could create a rewards system that recognizes individuals who exhibit team collaboration. What about addressing a behavior that’s NOT aligned with the culture? What…