Developing staff and team profiling – How can it help your business?

Why do some people get your thinking while others don’t seem to get it at all?

In business, we generally avoid the second group but research suggests they may be the very people we need to solve our problems.

Homogenous teams are more compatible, yet diverse teams are more effective at solving problems and also have a proven track record of stimulating innovation. But businesses need to ensure they value these differences in their workforce and create an inclusive culture to promote career growth and productivity.

Many businesses are using behavioural profiling to help them manage their teams to get the best out of their staff and also to provide them with a stronger sense of certainty in their recruitment decisions. It can also be used as part of a staff retention strategy as gaining a greater understanding of your employees improves communication skills, reduces conflict and helps unlock potential.

Profiling gets to the heart of team issues identifying where things are going wrong, personality clashes and challenges that need to be overcome. It enables people to understand what makes their colleagues tick.

The process can also be used to repair dysfunctional teams and train individually talented employees to work well with each other and to improve commitment as well as fix communication breakdowns.

However, there are some pitfalls. Do some people get unnecessarily labelled through the process or are some talented employees lost because they come down on the wrong side of the profile test? If the results of profiling are not interpreted correctly, they can actually steer you away from hiring someone who would have been an exceptional candidate.

Whether you opt for psychometric testing or more traditional methods of staff improvement, investing in training and career development is still regarded as one of the most effective ways of retaining a skilled and specialised workforce.

In times of financial uncertainty, it is vital you have staff in place who are as motivated to making the business a success as the senior management team. Staff development should never be abandoned, even when the budget is tight or non-existent.
There are a number of low-cost or even free sources of training on offer including internal knowledge sharingwhere businesses seize on the experience and knowledge which already exists within their company to train and motivate other members of staff. There is also a wealth of online courses which staff can complete from their own desktop at a time which suits them.

According to Michael Gerber of “E-myth” fame, 80% of all businesses fail in the first 5 years, and of the rest only 4% are successful within another 5 years. So if that’s true, then developing and harnessing the talent of our staff is fundamental to success.

This article came from a discussion event at the Business Exposure Group.


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