Having the wrong person in any job is an expensive business problem given that most employers are not paying people to coast through their workday, playing on their phones and basically not doing their jobs. That’s the difference between doing the bare minimum to get a paycheck and giving one’s best at work. According to the most recent Gallup survey, 85% of employees are either not engaged or actively disengaged at work. No one wants to pay full price and not get full value – even from our employees.
When you have the wrong person in a role, there is a very good chance they will not stay in that role long. Turnover is expensive. According to the US Department of Labor, the average cost of a bad hiring decision can equal 30% of the first year’s compensation.
On the other hand, companies with high levels of employee engagement are more profitable, provide better customer service, and have fewer errors and accidents in the workplace.
How do you know who is the “right person”? You have to create a human capital plan that supports your business plan and then engage the person with their job and your company. Start by using an objective job analysis tool to define the behavioral and cognitive requirements that will allow someone to be successful in the role. Then, you have to understand who each current person is in a role and how to best coach and motivate them to higher performance. Understanding who the right person is helps with communication and performance by driving down to how they will tackle their work, and more importantly, how they will pursue the organization’s goals. If you don’t know their behavioral strengths and align them to the job requirements, there will be a disconnect in performance.
There is also a business cost to mediocrity. Think about your best employees, the A players. Now think about your C-players. There’s a difference is output, production, sales, customer service ratings, or whatever metrics you’re measuring. For example, if you have 10 people on a team and only two or three are killing it and the rest are okay, is that pushing your business forward? Or would you benefit from having people who behavioral and cognitively tackle the work more like those star performers?
The best way to achieve your business objectives is to align each employee’s natural motivating needs with the requirements of each job — beyond the resume. The education and experience are obvious. But for the business to truly create an engaged workforce, you have to understand individual motivating needs.
Companies such as Business Results, a PI® Certified Partner firm, work directly with clients ensuring they are able to quickly use the powerful combination of science, technology, and knowledge transfer to achieve their desired business results.
These companies teach clients to use workforce assessments starting with the job assessment to define the ideal behavioral and cognitive requirements that will help somebody perform at their very best in a role. They then train managers and leaders to develop that post-hire manager’s techniques to best communicate with, provide feedback to, communicate directions, and even give kudos based on each individual’s unique needs. They also work well with the Continuwell platform allowing the organization to different team groups based on their needs.
Knowing how to best manage each person on your team is a great step to improving engagement, productivity, and profitability. Couple that management knowledge with a powerful tool such as Continuwell, a customized app for your company that keeps your employees engaged, informed, and empowers them to access key company resources and information. You’ll have the system to hire, manage and keep your people engaged every day.
Dolly Penland is President and CEO of Business Results, PI® Certified Partner firm and Master Training Center.