A New Approach to Talent Optimization Planning
The labor market is on fire. Unemployment is extremely low and the workforce has plenty of options. This is what has led to companies in just about every industry to rework their talent optimization strategies.
Talent optimization plans can be far reaching, from ensuring your current employees are as happy as possible to tweaking how you approach hiring to how you onboard new employees: As long as your goals are laid out in front of you and are aligning with your business objectives, the possibility of success is on your side.
It’s fairly easy to see the results of a failed talent optimization plan:
- Turnover is high
- Team members are unhappy, unproductive and unmotivated
- Customer satisfaction is low
- Customer retention fades
- Sales are low
- Policies are unclear
All of these issues will be addressed under the right plan.
People data will drive/inform your approach to talent optimization. When monitored with the right tools and measured, the data will provide insights. Armed with this information, you’re no longer making plans from guesswork. Rather, you’re making fact-based decisions on how to proceed in the right direction.
The data shows you how your employees interact with each other and behave under specific circumstances. One of the tools that has become extremely useful is the Predictive Index method, which involves cognitive and behavioral assessments.
By working with Predictive Index certified professionals, you can change the way you find and hire the right people. Furthermore, you can develop leaders from the inside by unlocking insights about them that might not otherwise be visible.
Protecting Against Disengagement
If your goal is to have a highly motivated, engaged workforce, you have to take measures to prevent some frequently ignored issues. For example, some people don’t line up with the position they’ve been hired to take. This could be the result of a poorly written job description.
Relationships with direct managers are another area that can cause disengagement. Managers must be empathetic and excellent communicators. They should never take a one-size-fits-all approach to managing their teams, because everyone has different wants and needs in how they are led.
Company culture is another frequently misaligned aspect of talent optimization strategies that have gone wrong. Your company culture is not going to fit everyone, and if you’re not displaying it, living it and breathing it from the outset, you can find yourself with a low retention rate.
At PI Consulting Group, we use a scientific approach to assist our clients in fine-tuning their talent optimization plan. We’ve conducted hundreds of validation studies, which have revealed more than 7,000 positive correlations between business performance and our assessments. Contact us and let’s talk about our methods.