Use cases
People Development
5.1 Unlock employee potential through enhanced self-awareness
Lack of self-awareness limits employee potential
Many organizations struggle to unlock the full potential of their employees because they lack self-awareness. Without a clear understanding of their own strengths, caution areas, and how they are perceived by others, employees face several challenges that can hold them back:
- Ineffective collaboration: Employees who are unaware of how their behavior affects others may struggle to work well within a team.
- Stagnant performance: Without knowledge of their strengths and areas for improvement, employees may miss opportunities to grow and perform better.
- Misaligned efforts: Employees may focus on tasks that don’t play to their strengths, leading to inefficiencies and disengagement.
Empowering employees with self-awareness for better performance
Our solution provides employees with valuable insights into their strengths, caution areas, and interpersonal dynamics. This increased self-awareness allows employees to make more informed decisions about how they work, collaborate more effectively with peers, and address areas where they can improve. By understanding themselves better, employees not only grow individually but also contribute to stronger team dynamics, higher performance, and greater overall motivation.
Key Benefits:
- Improved collaboration and team dynamics through better interpersonal understanding.
- Increased individual performance by aligning tasks with employee strengths.
- Greater employee engagement and motivation as individuals address their caution areas and grow.
Want to unlock the full potential of your employees through deeper self-awareness and improved collaboration?
Contact us to learn how our solution can help transform your team’s performance.
Klara Skoglösa
5.2 Providing personalized development beyond KPIs
Leaders often struggle to provide personalized support that goes beyond tracking KPIs. Without tailored development plans, it becomes challenging to nurture talent in a way that aligns with each employee’s unique potential and their role in the organization. This leads to:
- One-size-fits-all development: Employees may feel unsupported when development plans don’t account for their individual strengths and goals.
- Missed growth opportunities: Without targeted coaching, employees may fail to reach their full potential or align their personal growth with business objectives.
- Low engagement: Employees who don’t receive personalized support may become disengaged, feeling like their growth isn't a priority.
Personalized development plans and coaching for talent nurturing
The PI system provides personalized development plans and coaching guides that enable leaders to have more meaningful development conversations. By focusing on each individual’s strengths, caution areas, and growth potential, leaders can offer targeted coaching that drives employee development in a strategic and structured way. This approach ensures talent is nurtured in alignment with personal aspirations and business needs, leading to more engaged and fulfilled employees.
Key Benefits:
- Tailored development plans that align with each employee's strengths and potential.
- More effective coaching conversations that go beyond KPIs, promoting real growth.
- Increased employee satisfaction and engagement due to personalized support and career progression.
Ready to offer your employees personalized development and coaching that goes beyond KPIs?
Contact us to learn how our solution can help nurture your team’s potential while driving organizational success.
Michael Kirk-Jensen
5.3 Optimizing talent mobility
Misaligned promotions risk motivation and performance
Promotions and career transitions often carry risks when employees are moved into roles that don’t match their natural behaviors or motivations. This can result in several negative outcomes for organizations:
- Decreased motivation: Employees may struggle in roles that don’t align with their strengths, leading to disengagement.
- Underperformance: Misaligned promotions often result in lower productivity as employees fail to thrive in their new positions.
- Increased turnover: When employees are promoted into roles they’re not suited for, there’s a higher risk of losing valuable talent.
Strategic career planning and promotions for optimal talent mobility
Our solution provides the data organizations need to make effective talent mobility and promotion decisions. By understanding each employee’s natural behaviors and motivations, organizations can ensure career transitions are aligned with roles that are the best fit. This helps employees remain motivated and successful in their new positions, reducing the risk of turnover and preserving the organization’s investment in their development. With PI, you can strategically manage career paths, ensuring talent is utilized to its fullest potential while driving business success.
Key Benefits:
- Better alignment of career paths with employee strengths and motivations, ensuring successful transitions.
- Increased retention by ensuring promotions keep employees motivated and engaged in their new roles.
- Maximized ROI on talent development by reducing the risk of turnover and underperformance in promoted roles.
Looking to make smarter promotion decisions that keep employees engaged and reduce turnover?
Contact us to learn how our solution can help optimize talent mobility and career planning.
Patrik Dandanell
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”PI is a great tool that can be such a big support to businesses. It will make such an impact with recruitment, development and retention.”
Lucy Clevett, P&C Co-worker relations, IKEA LTD
5.4 How to ensure better employee retention
There are many reasons why employees may choose to leave one workplace in favor of another: dissatisfaction with leadership, lack of motivation, lack of psychological safety, or lack of advancement opportunities. Of course, there can also be personal reasons that a company or organization cannot address. However, the vast majority of reasons for poor retention stem from the individual employee not feeling seen. And this is something that can be prevented by leaders. In a 2021 study, PI found the following two crucial factors:
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Leaders have a significant impact. A leader's well-being is reflected in their employees, and vice versa. This should be valued with the same importance. Decreased engagement and exploration of new job opportunities are early signs that employees may resign and should therefore be acted upon quickly.
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Retention starts with recognizing individuals. Good managers are more likely to retain their employees when they are good at recognizing them.
In summary, every company benefits from understanding their employees' behaviors and drivers, as well as how these manifest within a team. A company or organization, after all, is nothing without its employees. A leader is essentially without a chance if they don't have...
- the necessary factual, data-based insights about each employee,
- the ability to act based on objective data,
- the necessary management tools to act flexibly and adaptively based on the different needs of each employee.
Our solution helps you with this, let us show you how.
Top 3 benefits of building a culture and environment where employee retention is improved:
- Lower employee turnover represents significant business potential
- Less loss of know-how
- A more robust culture that provides increased social security for employees
With The Predictive Index’s Behavioral Assessment, you can improve your employee retention strategy.
Would you like to know more about how to work with retention strategies?
Klara Skoglösa