Your Predictive Index implementation

The more people in your organization that understand how PI works, its benefits, and how it will be used, the more comfortable they will be and the more they will participate. When everyone speaks the same language and understands how PI will make a difference in their day to day, the entire organization benefits.

When you’re preparing to communicate about PI to employees at your organization, ask:

• Who is our audience?
• What do we want to communicate?
• Why have we invested in PI and what are our goals and objectives?
• What can your employees expect to see as improvements once PI is implemented?
• When will people in your organization need to take action?

It’s often easier to roll out a new program if you incorporate it into existing processes. Are there any existing processes into which you could incorporate PI? When evaluating this, consider:

• What level of participation you need to be successful,
• How PI will change how your employees currently operate,
• What reports/guides would be beneficial for your employees to start to see, and
• The timeline for making these resources available.

Sample presentation and emails

Hosting a ​Lunch & Learn​ ​to discuss PI with your organization can help set the foundation and expectations for employees at all levels of your organization. You can download this presentation edit as you see fit. You know your audience best!

We’ve also created sample emails to help with your announcement.

Sample reports

You may find varying responses to this organizational change. Change initiatives can me met with excitement, skepticism, apathy, discomfort, and even anxiety. Some will benefit from a preview of what’s to come. Feel free to download and share our sample reports so people in your organization can familiarize themselves with the reports and guides that are available. It helps to see how it works before taking the Behavioral Assessment.

Change management resources