The emergence of .com job-search resources has helped create a fluid workforce capable of constantly searching for that next perfect opportunity.  According to the International Management Association, average churn rates have jumped by more than 14 percent in just the last decade– and that number continues to climb.  Employers can combat this trend– while saving both time and money– enlisting online assessments to accurately pre-qualify new job applicants.

Simply put, quality, science-supported online assessments can ensure that a company minimizes employee related expenses while optimizing its greatest potential resource– human performance.

Want to improve your hiring numbers and reduce the cost? Get started now on your Team Strength- call 772-210-4499 or email for more information or to set up and an account.

Click here to view Hiring and Selection Data and source information.

Optimizing your business’s greatest potential resource– human performance.

A success story by Dr. Jack Mitchell

Mike K was spending thousands and thousands of dollars in his Call- Center business due to turnover. It seemed that as soon as he hired someone, someone else left. The cost of recruiting, spending time reading resumes, interviewing, plus the loss of someone actually “in the seat” making calls was costing him a small fortune.

After a consultation with Mike, together we put into place a custom process using assessments and our Team Strength Chart. These tools helped Mike to identify the “ideal” Profile for him to use when hiring. The next step in the process was to train his managers and supervisors how best to supervise their staff.

The Call-center business usually requires someone who can do repetitive work day in and day out. It takes a special personality to perform in such a manner. With the new custom assessment program, Mike and his team were able to stop the turnover rate caused by hiring people who needed a different type of job. Now they can identity the correct applicants, minimizing employee related expenses while optimizing the company’s greatest potential resource– human performance.

Mike’s new plan included the next critical step of training management personnel. Getting the most out of these types of associates requires a different management style than other types of personality styles. (In our language, for example, managing a High S is quite different from managing a Low S.) This plan puts in place the most effective training customized to the correct audience.

Mike’s turnover cost significantly decreased, and his bottom-line significantly improved having the right people in the right job with the right management style being employed.

“Working with PPI and their Team Strength Chart and assessment tools have definitely helped me understand the value of personality assessments, and know how best to manage different personality styles within my company.”
Thank you 
Mike K. West Palm Beach, Fl

Today, we have the scientific tools and experience to really help business owners succeed.

Contact us to learn how you can minimizes employee related expenses while optimizing your company’s greatest potential resource.

If you are having any turnover issue, contact PPI at 772 210 4499, www.ppidisc.com or email for more information or to set up an account.

Today I read a summary of the book Tribal Leadership by Dave Logan.

What would your life be like if you could come to work every day and worked on something that lit a fire in your heart? What if everybody you worked with had the same desire and passion as you? What if the work you did, day in and day out, had an impact not only in your workplace, but left a proverbial dent in the universe?

A tribe is nothing new, every organization has tribes. Logan explores how a tribe is at a specific level based on how the people in the tribe interact with one another. There are 5 stages of tribes.

Which stage is your tribe at?

Stage 1  Tribes, which account for 2% of the world’s corporate tribes, is a group of people who think that “life sucks”.

Stage 2  Tribes, which account for 25% of the world’s corporate tribes, is a group of people who think that “my life sucks”, and in particular, because I have to be at work with you idiots.

Stage 3 Tribes, which account for 49% of the world’s corporate tribes, is a group of people who walk around thinking – and sometimes saying – “I’m great”. These people and tribes have a lot of energy, but none of it being directed to a common goal.

Stage 4 Tribes, which account 22% of the world’s corporate tribes, is a group of people united by the language like “We are great, and they are not”.

Stage 5 Lastly, stage 5 tribes, which account for 2% of the world’s corporate tribes, is a group of people united by a vision of changing the world, where there is no talk of competition, only of changing the world.

The first step, as the authors notes, is always to understand which stage your tribe is in, because their experience shows that you’ll only be successful by moving up the ladder one stage at a time.

If you want know more, you can read a summary of this book here today (you’ll need to create a free account first):  https://readitfor.me/timothy-kinane

Which stage would you like your tribe to be at?

Call 772-210-4499  or email to set up a time to talk about tools and strategies to lead your tribe.