It’s All About The People
personality assessments and provides more valid and
3. Establish Trust with the Employees
Inform the employees about the company’s
commitment to align their work with their natural gifts.
Don’t hide things or surprise people. People want to
do work they’re good at and enjoy.
4. Develop an Understanding of the Innate
Characteristics being Measured
Before you can align people’s innate characteristics
with their work, it’s essential to understand what
these characteristics mean. In other words, how each
one impacts the way people think and behave. Now
you have the basis to identify which characteristics
are needed for different types of positions within
5. Develop Clarity on the Job Duty
It’s important to know what people will do on a day to
day basis in each job. The hiring team (direct manager
and others with a major stake in position success)
meets to gain clarity on the percentage of time spent
performing each job responsibility. Group together
duties that are very similar in nature (family of duties).
Estimate the percentage of time spent working on
each job duty family.
6. Determine Which Innate Characteristics
are Critical and Where They Need to
The hiring team determines which innate
characteristic is critical for each job duty family.
They also agree on the desired range for each
characteristic. For example, on a 1-10 scale, the range
for creative thinking should be between 7-9. Now
you can develop an optimal range for each critical
7. Administer Assessment & Align
Employees with Job Functions
Assess both current employees and potential new
hires and compare to the desired ranges. Take the
appropriate action based on how strong the level of
alignment is. Top performers almost always fit into
desired ranges for each critical innate characteristic.
If this is not the case, you need to adjust your desired
ranges based on the data. Here’s more information on
●● When current employees don’t align with their jobs,
evaluate other positions within the company that
does align well.
●● Openly discuss available options with employees
who are misaligned. Develop a plan to shift roles
or tweak job descriptions when this is feasible.
Frequently, there are other employees who’d be
thrilled to trade positions or some duties that
better match with their own innate characteristics.
●● For applicants applying to open positions, only
interview the people who align well with the
desired innate characteristics. When you interview
people who don’t align, you may be tempted to
discount the assessment results. This rarely ends
In the end, the most important job of management is
to maximize the ROI of its workforce. Peter Drucker
said, “The task of a manager is to make people’s
strengths effective and their weaknesses irrelevant.
The most important thing you can ever do as a
leader is to put people in a position to excel rather
than get by or fail. How are you doing in your most
Brad Wolff specializes in workforce
and personal optimization. He’s a
speaker and author of, People Problems?
How to Create People Solutions for a
Competitive Advantage. As the managing
partner for Atlanta-based PeopleMax,
Brad specializes in helping companies
maximize the potential and results of
their people to make more money with
less stress. His passion is empowering
people to create the business success
they desire, in a deep and lasting way.
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