Clients

Customer Cases

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Customer Cases

Together with our clients, we develop each employee's unique potential. Take part of some of our client's challenges, solutions and results.
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Increased proactivity and reduced employee turnover with PI
Learn how ICA Maxi Gnista faced the challenge of recruiting the right employees for the summer and, with the help of PI, managed to optimize their recruitment process and achieve impressive results.
 
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Husqvarna logo
Create a great feedback culture
Read about Husqvarna GIS' initiative to create a culture and a workplace where people understand and embrace each other's differences.
 
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elon-logo-2019
Doubled revenue and lower staff turnover
Read about how Daniel Erlandsson and Din Elon Butik doubled their revenue and reduced staff turnover and how PI helped along the way.
 
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Ica Maxi Case study
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Increased proactivity and reduced employee turnover with PI

Background
 

ICA Maxi Gnista faced the challenge of recruiting the right employees for the summer—people who would not only perform well in customer interactions but also enjoy their work and stay with the company long-term. With the help of PI, they have managed to optimize their recruitment process and achieve impressive results.
Opened in 2014
130 employees
NPS 8,3

Recruitment process

1. Creating a reference profile:

ICA Maxi Gnista started the process by creating a reference profile for their "ideal" employee. Using the PI tool, their managers completed the PI Job Assessment to gather objective insights into the behavioral and cognitive abilities required for the role. They also collected data on the traits of their current high-performing employees who enjoy their work and have stayed long-term in the store, and compiled this into a Job target profile.

2. Recruitment Workshops:

The next step was to conduct recruitment meetings in the form of workshops. ICA Maxi Gnista held a total of six sessions with 35 participants per workshop. During these meetings, candidates were assessed based on their performance in group activities, focusing on their interaction with other participants and responses to specific questions. Each candidate was given a score based on their performance.

3. PI Analysis and Results:

After the workshop, all candidates completed PI Assessments, and their results were compared to the previously created reference profile. This provided a score, ranging from 1 to 10, indicating how well each candidate matched the ideal profile.

4. Selection and Hiring:

ICA Maxi Gnista then compiled the scores from both the PI assessment and the workshop, hiring the candidates with the highest total scores. In cases where candidates had the same score, a review of their CVs was used to determine the most suitable candidate.

Results

By using Predictio and PI as key components of their recruitment process, ICA Maxi Gnista has not only saved time but also seen tangible results:

  • Proactivity: An increase from 27% to 35%.
  • Customer increase: A steady rise in the number of customers each week since PI was implemented in the recruitment process.
  • Reduced employee turnover: Approximately a 5% decrease in turnover over the past few years.
  • Time efficiency: ICA Maxi Gnista has saved around 20 hours in their summer recruitment process.

The store also achieved its highest-ever proactivity score for a Maxi store, which they believe is a direct result of recruiting individuals who thrive in the environment and genuinely enjoy interacting with customers.
"In this way, I’ve saved an incredible amount of time, and we’ve also seen a reduction in employee turnover as we’re finding people who thrive in our environment and meet our expectations. This year, we achieved the highest proactivity score ever recorded by a Maxi store in customer interactions, which has been a key metric for us for a long time."
 
Robin Stenberg, HR Manager, ICA Maxi Gnista

Conclusion

With the help of Predictio and PI, ICA Maxi Gnista has been able to streamline their summer recruitment while also building a stronger, more engaged team. PI has proven to be an invaluable tool for ensuring the right people are hired, contributing to the store’s overall success.
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Husqvarna Case Study

Husqvarna logo

Create a Great Feedback Culture

Organization
 
Husqvarna Group was founded in 1689 and is today a global leading producer of outdoor power products and innovative solutions for forest, park, garden care and the construction industry, transforming the way the world cares for outdoor and urban environments.
 

Global Information Services (GIS) manages Husqvarna Group’s broad and rapid digital transformation including Group Digital, Operations and Technology Development. The function also supports the Group’s three divisions in the digital transformation and safeguards synergies between them.

Initiative

The GIS organisation is driving the digital business transformation journey for the Husqvarna Group and the organisation is constantly working with development and change initiatives at a high pace. To secure that GIS is a great place to work, they started an initiative called Create a Great Feedback Culture. The purpose of this initiative is to create a culture and place to work where people understand and embrace each other’s differences. Where constructive feedback is open, well-received, and used to improve relations between each other.

Solution

Husqvarna GIS consulted Predictio to help implement this initiative. Predictio created a tailormade four-step program for all the 210 leaders and employees in the GIS organization, leveraging the PI solution that is already well-integrated into the Husqvarna Group’s people strategy and activities.

During the period from December 2021 to April 2022, the entire Husqvarna GIS organization participated in the initiative. A total of about 210 employees.
220 employees
13 countries
"We see the benefits of having an inclusive environment, where everyone’s voice is heard, so the PI tool fits perfectly into our organization. It helps us to create self-awareness which is an important foundation for a feedback culture."
 
Anita Karlsson People & Organisation - Husqvarna GIS

Step 1

Each of the participants received a readback on their PI profile, discussing what motivates them and what gives them energy.

Step 2

Predictio ran several half-day PI trainings, so all 210 leaders and co-workers understood more about their own drives, needs, and behaviours and how each of them impact others. During this training, we also created and communicated a common framework for giving and receiving feedback in the organization.

Step 3

Predictio ran 25 High Performing Team workshops to secure that each specific leader and their team clearly understood the drives of everyone in the team, how to best interact, communicate and collaborate to build a self-aware and trusting team. Each of the teams left their workshops with a concrete action plan for improving the team’s collaboration and feedback.

Step 4

Predictio created a meta people data analysis of the entire GIS organisation, helping the management team understand how they can best lead, communicate to, inspire, and engage the organisation in the ever-changing transformational journey.

Results

The program has resulted in more self-aware leaders and workforce with an understanding and respect of how needs and behaviors may differ between people.  As well as with a framework for feedback, where everyone understands the purpose and is more comfortable actively giving and seeking feedback as an everyday common practice.  This great feedback culture initiative is starting to build trust across the organization.

Continue the initiative
 
To continue the initiative, Predictio has created a guide that everyone in the organization receives. The guide helps people understand what is expected from everyone in the organisation regarding cooperation and feedback culture, outlining the feedback guidelines created and communicated throughout the program.
 

“To work with Predictio has been a true engagement boost”

Anita Karlsson, People & Organisation - Husqvarna GIS
Predictio Leadership ProgramOpens a new window

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Elon Case Study

elon-logo-2019

Doubled revenue and lower staff turnover with PI

Company
 
Din Elon Butik is Sweden’s largest privately-owned home electronics and appliances retailer consisting of 12 stores with 75 full-time employees. The organization’s CEO is Daniel Erlandsson.
 

Initiative

When Daniel took over Din Elon Butik, it was a business that performed acceptably and that delivered positive results. Daniel felt it was a workplace where employees came to do their job and not much more. Some were missing the commitment and drive to do that little extra for the customers. Some stores also had problems cooperating and this was reflected in the stores’ results.

By implementing The Predictive Index in the organization, Daniel was able to understand his employees from a new point of view and adapt his leadership to motivate and drive sales to a new level.

Solution

The Predictive Index’s Behavioral Assessment gives Daniel an in-depth analytical understanding of his employees, their needs, and behaviors. In this way, he can better motivate and engage his employees, by understanding each individual’s drives and seeing them in relation to the store’s goals and strategies.

“PI gives us the opportunity to get data on emotions”.

In this way, employees can be coached in how to act towards the customer to increase customer satisfaction and sales in the stores. In accordance with the motto:

“Do not take care of your customers, take care of your employees and they will take care of your customers.”

The Predictive Index is also used in recruitments where job targets based on the high-performing profiles in the organization are used. Differences between the job target and candidate provide insight into how candidates will need to be led and coached for the best possible engagement, results, and performance.
DANIEL-ELON
“I have my employees’ PI profiles on the wall in my office, so I know how to adapt my communication and my leadership when they call.”
 
Daniel Erlandsson, CEO - Din Elon Butik

Results

Understanding and paying attention to the needs of the individuals in Daniel’s organization has helped him, together with employees, to create incredible results.

The employees are engaged and committed and this is noticeable for thestores’ customers and in the organization’s results. In five years, Din Elon Butiks sales have increased from about 82 million to 200 million. In addition, Din Elon Butik now has half as high staff turnover as the average in Sweden.
read about the pi solution here