How Multiple Assessments Add to Success

While DISC is one of the most common assessments used in the workplace, it does not reveal everything you need to know about a person. In fact, DISC only measures behavior style and communication tendencies, or “how” we act in our natural and adapted environments. It doesn’t tell us “why” we act in a certain way, what skills we have, or how well we are aware of our emotions. For almost every situation in training and development, knowing more than one facet of a person will help you provide better, more effective solutions.

Knowing everything about DISC is great, but why stop there? Knowing more about yourself and those around you will even further allow you to leverage your skills and harness your challenges to increase the success you and others bring to an organization. Just imagine how much it would help to know why someone you work with makes the decisions they do or what skills they have that could help you achieve your goals.

TTI – The Assessment Company

Shouldn’t you have the ability to choose from a variety of assessment options to help achieve your specific goals? TTI strongly believes in the very foundation of assessments - empowering you to better understand, appreciate and leverage your unique strengths to succeed in life both on and off the job. [ Read More ]

“Everything, then, must be assessed in money; for this enables men always to exchange their services, and so makes society possible.”
– Aristotle (384-322 BC)

Even though Aristotle made this point over 2000 years ago, it couldn’t ring more true today. Almost everything involved in transactions today are based on a price and assessed in money.

What about Talent Management?
Beyond salary and sales, there are many important aspects of talent management that are often not tied to the bottom line. Yet, “dollarizing” the value of talent management initiatives is vital to bottom-line analysis. Whether you are placing a value or cost on your current status, or calculating the ROI of your next talent management strategy, metrics that assess the monetary value will help you see the true effect on the bottom-line.

Bottom Line Statistics
Knowing the bottom line results of talent challenges will help you implement strategies with a proven ROI that you can see on your balance sheet. Find out how much you already know by asking yourself questions like:
• What is disengagement costing the bottom line?
• What was the ROI on your last training? What can be expected of future training?
• How are your team-building initiatives impacting your bottom line?
• What was the cost of your last bad hire?
• What is your overall turnover percentage? How is it related to tenure?

In a study on over three million employees, Gallup found that over 70% of Americans who go to work are not engaged. [Read More]

Controlling Turnover and Addressing Disengagement with a Complete System

Turnover alone may be costing you millions, but what about the employees you still have? Is their disengagement costing you even more?

Fortunately, turnover and disengagement stem from job fit, and you can reduce costs associated with both by using a complete hiring system. With a process that looks at hiring from the very beginning to the very end, you can consider the job, the talent, professional development and performance management. However, with reduced budgets and overwhelming responses to job ads, many companies are finding themselves skipping a system all together. Unfortunately, a move like that doesn’t come without a hefty cost, as doing nothing to ensure job fit will cost you more than implementing a complete hiring system to start controlling turnover and disengagement costs now.

With a solution for future turnover and disengagement costs, let’s turn our focus to the disengaged employees on your payroll now. Can you determine the underlying issue? It may be decreased morale, lack of direction, little job satisfaction or no motivation. Whatever the case, you need to start by using the same complete system. [Read More]

How Assessment Results Boost Retention and Increase Performance

Managing employee retention is one of the biggest challenges many companies face. With so many employee retention strategies out there, it is often difficult to determine which one will work for you, your company and more importantly, your employee. The good news is, improving employee retention doesn’t have to bee as hard as you might think, but it must be something that is a concern from day one, not when you start to feel an employee slipping away.

When you consider the employment cycle from beginning to end, it is apparent that training and on-boarding is the most crucial aspect of retention. A company can hire the best candidate who is destined for success, but it is up to the employer to give them the training, attention and motivation it takes to build a dedicated superior performer. Without it, the employee is not likely to build a strong connection with their new employer and will quickly feel under-appreciated, unimportant and simply lost in the shadows of the organization.

A lot of effort should go into creating the appropriate material for a new hire and the manager should schedule enough time to properly facilitate the on-boarding process. Too often, an employee shows up for the first day to an empty desk, gets a tour of the office, meets their co-workers and is back at their empty desk with a handbook to read. Meanwhile, their manager is tending to daily responsibilities and tied up in meetings, checking in with the new employee just before the drive home. A more successful approach would be to present the new employee with training materials that provide everything he or she needs to know in order to understand exactly what is expected for success on the job, in addition to educational material and corporate policy guidelines. [ Read More ]

If performance management sounds complicated, you’re right. It is complicated because it plays a big part in the success of an organization, and anything with a high value isn’t easy. It requires focus and commitment, and it isn’t the same for every employee. So what is the good news? Take a look at the things you can do to make the role of performance management more effective and less complicated: [ Read More ]

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