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Hiring
Tips, Three Hiring Mistakes Managers Make, Hiring Mistakes
to avoid, DISC, PERSONALITY TEST, MANAGEMENT, TRAINING,
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Profiling Profiles, DISC is the universal language of
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dominance, influence, steadiness, and compliance. The
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styles will increase effective communication with others.
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"How
do you become famous, Helping people! Changing their lives
and making a difference in their lives. Loving them"
- Eric Brenn
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Three
Hiring Mistakes Managers Make
Author:
Ira Wolfe
There are
plenty of good people looking for work. What turns these good
workers into great employees?
Motivation.
All a manager needs to do then is uncover what motivates their
employees. For the sake of simplicity, let's say motivation is
a collection of learned attitudes and beliefs that energizes your
behaviors, defines your values, and shapes your personality.
Mismatching
employees to the wrong jobs places managers and employees at opposite
ends of a motivational tug of war. These mismatches just sap the
life out of the workforce and the soul out of the culture. What
are the most common motivational mismatches and hiring mistakes
that managers make?
Mismatch of
behavioral style. Behavioral styles predict no more and no less
than how an individual will perform in the workplace. It doesn't
predict success or competence but the way people will respond
to (or ignore) problems, people, pace of the environment and procedures.
Mismatches between job and personal styles and inter-personal
styles don't necessarily guarantee failure but do ensure that
stress and conflict will eventually show its ugly and costly face.
How an individual learns to adapt and a manager learns to respond
ultimately determines if harnessing the energy of behavioral style
will boom or doom performance.
Mismatch of
values. While people can learn to adapt behavioral styles, adjusting
personal values, or motivators, is not so easy. In fact, people
generally don't change what's most important in their lives without
some life-altering event like the death of a loved one, a personal
tragedy, starting a family, divorce and so on. When values collide,
some people will adjust their behaviors to reduce conflict between
other people or the job. But with time, the tension between different
values wins out. Workers then decide to leave the job or fight
for their cause. In either case, the cost to the employer (and
many times the health of the employee) is enormous. Selecting
individuals who are motivated by the job and/or company culture
is just one way to make sure employees expend their energy on
productivity not conflict.
Mismatch of
personality. At the core of every human being are key personality
traits that determine how people respond to competition, initiative,
conflict, flexibility, traditions and organizational policy, large
groups of people, mental toughness, curiosity and more. Research
shows that these traits predispose many workers toward a "natural"
competence in areas such as drive for results, follow-through,
detail-orientation, planning and organizing, interpersonal skills
and stress management. Mismatches between a proven "best-fit"
profile for the job and the individual in the job leads to significantly
higher incidences of turnover, poor performance and stress.
What's a manager
to do? The answer is quite simple. Understanding what motivates
an employee can take hours if not days of observation and interviews.
Even then the results might be unpredictable and suspect. Behavioral
and personality assessments, on the other hand, take just a few
minutes for a candidate or employee to complete. Once in the hands
of a manager, these reports can help take the guesswork out of
engaging and motivating employees.
Three types
of assessment are particularly effective at predicting employee
engagement and motivation:
1. A behavioral
style assessment such as CriteriaOne DISC identifies the behavioral
styles that energize (and de-energize) individual employees.
2. A values
assessments like Business Values and Motivators can identify the
six core values that motivate employees.
3. A five-factor
personality test such as Prevue or ASSESS can predict innate talent
and job fit when compared to top-performer job profile. A good
job fit is not only a good predictor of high performance but sustainable
job satisfaction.
About
the Author:
As president
of Success Performance Solutions, Ira S Wolfe has led his workforce
consulting firm to national prominence, helping organizations
find and hire the right employees and identify high-potential
leaders. He is an expert on hiring, workforce trends, managing
the generations, and the author of several books including Perfect
Labor Storm 2.0: Workforce Trends That Will Change The Way You
Do Business.
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"How do you become famous, Helping people! Changing their
lives and making a difference in their lives. Loving them"
- Eric Brenn
DISCPERSONALITYPROFILINGASSESSMENTTESTING.COM
DISCPERSONALITYTESTMANAGEMENTTRAININGPERSONALITYTYPESTOOLS.COM
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Copyright
© Dipane and Associates,
111
West Avenida Palizada, San Clemente, CA 92672
Hiring Tips, Three Hiring Mistakes Managers Make, Hiring Mistakes
to avoid, DISC, PERSONALITY TEST, MANAGEMENT, TRAINING, PERSONALITY
TYPES, TOOLS, PERSONALITY PROFILING ASSESSMENT, TESTING, profile
questionare, Profile questionaire analysis, Personal training
to employ knowledge of personalities for better customer service
and hiring policies, Personality testing for business owners
and professional using DISC methodology, Analysis of Personality
analysis, Train to implement personality knowledge for customer
service, personality profile, personality test, Directory
DISC Tests Online DISC Profile Tests Personality Assessments
DiSC Classic Everything DISC, DISC Behavioral Assessments,
DiSC Profile & Training Resources, DiSC Assessments, DISC
Behavioral Assessment and Personality Profile
We use
a scientific personal profile analysis tool to determine your
personality strengths and those of your employees so you and
they can be successfully placed in a position to succeed.
Online DISC Profile & Paper DISC Classic Profiles Tests Paper
Self-scored Profiles DISC Personality Tests Online 2800 Series
Personal Profile System DISC Classic Profiling Profiles, DISC
is the universal language of observable human behavior, or
'how we act'. A DISC assessment measures an individuals' behavior
in four dimensions, dominance, influence, steadiness, and
compliance. The understanding and appreciation of individual
behavioral styles will increase effective communication with
others. DiSC Profile, and Anatomy and Physiology Classes online.
DiSC profile assessment, DiSC Assessments, including DISC
assessments. With years of research and validity, our assessments
are time-tested and proven to provide timely solutions for
today's business needs. medical terminology course, disc,
disc profile, disc test, team, dimensions, sales, management,
leadership, course, class, anatomy physiology, team dimensions,
discovering, diversity, nursing, ce, training, education,
CEU, contact, hours, program, workshop, seminar, training
resources, training materials, online courses, including DISC
assessments. With years of research and validity, our assessments
are time-tested and proven to provide timely solutions for
today's business needs
Hiring
Tips, Three Hiring Mistakes Managers Make, Hiring Mistakes
to avoid, ,profile questionare, Profile questionaire analysis,
Personal training to employ knowledge of personalities for
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