The PI2 Upgrade

Example: “I had no problems completing the work I needed to in Legacy, but this new software feels different, and I don’t want to switch and learn something new.”

Say something like: I appreciate you sharing that. Is there a specific example where it feels too different, or is it more general? I understand the desire for consistency. Can I highlight a few things that might take the sting out of the changes?

• New functionality to make optimizing talent more efficient
• Better security and stability for your data
• Enhanced integrations with other popular tools

If it’s okay with you, how about we review each point together and find our way through it so you feel comfortable. Would you be open to that?

• New functionality:
  • Shorter (20-question) collaborative job targeting
  • Job Ad Optimizer to attract the right candidates
  • Employee snapshot insights for managers
  • At-a-glance employee development tools
  • Streamlined surveys and pulse surveys
  • Team action planning
• Better security/stability:
  • New platform provides added data security
  • Clearer user permission settings and administration
  • Simpler folder management
• Enhanced integrations:
  • Integration with PI Perform, providing managers in-the-moment insights
  • Integrate with Greenhouse with a click of a button
  • More integrations coming soon

Example: “I used X feature heavily to do my work, and now that has changed in the new software.” (M Score, Synthesis, Job Assessment, etc.)

Say something like: That’s fair. I used a good bit of that as well so I can appreciate your frustration. Can I share a couple thoughts that helped me? Again, I appreciate your concern. 

M Score: In-depth research revealed that M score, while it may have been anecdotally helpful for some in the past, is not a validated tool for behavioral insight. It was simply how many words someone chose on each question of the assessment. PI has taken a strong stance based on that science to remove it from its reports and assessments to ensure proper use. I hope you can appreciate that.

Synthesis: While Synthesis provided some directional guidance, it didn’t provide enough science-backed data to leverage effectively in the workplace – it was an average of one’s Self and Self-Concept. Instead, the new updates now time-stamp the Self-Concept, enabling you to know how a person is feeling in their current role. This is more useful than Synthesis because you can provide targeted coaching for employees based on their current context to maximize retention and engagement.

Job Assessment: What specifics about job targeting are creating concern? Sometimes the shorter assessment (only 20 questions) can trip folks up compared to the longer assessment. According to the extensive research, the shorter assessment was shown to have the same or higher validity. So, less time, more accuracy. In short, the new Job Assessment is simply more efficient. It’s easier for everyone to add their perspective and you can feel just as confident in the results.

Is there anything else that’s concerning you? I want you to feel comfortable in your ability to get the same results without these items.

Example: “I have already invested so much time in learning the Legacy product, and I don’t know if I’ll be able to do that again.”

Say something like: I hear you. I recognize this adds work to your plate. Is there one specific area bugging you or is it the idea of learning a new system? On a positive note, the new system is similar to the old one, but things have moved around a bit, and some things function a little differently. 

Let’s do this to save you some time. How about we carve out one hour and we knock this out together in one shot. Are you open to that?