Discover the true potential of your teams.
No single “off-the-shelf” people model exists for team-based environments, but organizations can start by considering the themes of alignment, motivation and craftsmanship
Our Examiz analytics technology allows us to X-ray your teams, to understand what makes you unique and successful in your market, and to develop your organization-specific performance DNA.
As we look at an uncertain future, one thing that is certain is that driving value through talent will remain mission-critical.
The path to becoming a talent-first organization that is future proof is certainly not easy, but by using our advanced team analytics tools you will be well on your way.
Superior talent is up to eight times more productive
Studies of businesses not only show similar results but also reveal that the gap rises with a job’s complexity.
In highly complex occupations—the information- and interaction-intensive work of managers, software developers, and the like—high performers are an astounding 800 per cent more productive.
- Low complex job +50%
- Medium complex job +85%
- Highly complex job +125%
- Extremely complex job +800%
Across most organizations, there is a tendency to focus on the top of the talent hierarchy. This focus, however, overlooks roles that are critical for driving the strategic agenda, but may not sit within the top few levels of the organization.
Based on the data obtained by our Examiz TEAMS analytics tools, we developed a methodology for linking talent to value and structure. our tools help organizations translating their value agenda into actual dollars to identify the top value creator and enabler positions (about 2% of roles).
Also, to complement the shift to critical roles, we provide the tools to identify critical pools of talent deeper in your organization, with skillsets that are fundamental to the business—to stay on the top or to get there.
Despite advancements in talent assessments and methods, there remains a surprising adherence to the use of “gut feel” approaches. Take the unstructured interview; decades of research has shown it is not a strong predictor of job success, yet it remains one of the most common assessments or reference checks that always return positive feedback.
What is needed is a structured, data-driven approach that begins with a discovery of the job requirements that drive success, in the form of knowledge, skills, attributes and experiences.
Only after the identification of role requirements should assessments be selected with a focus on using our set of innovative people analytics tools.
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