"Everybody loves him, but he doesn't do anything."
How long will the rest of the staff tolerate a nice guy who doesn't contribute? Why doesn't he contribute? Is he disengaged or the job too much for him - or too easy for him?
- 360 Feedback could let him know how others view him. He may be doing more than they realize.
- A job benchmark could set the standard and an assessment could discover if he's in the right job or the wrong one
"Turnover is killing us."
Are you hiring the wrong people - and if you are, why is it happening again and again? Are the team leaders completely in tune with the direction of the company, and are they sharing that vision with their employees?
- The Job Benchmark process will get all the stakeholders on the same page and provide interview questions that will help separate the good candidates from the rest.
- Offer Team Leaders the chance to learn some simple but effective leadership and communication skills
"We're hiring people who look right on paper but turn out to be wrong."
What criteria is being used to choose the winning candidate? Are the decision makers clear and in agreement on what characteristics the right person should have?
- The Job Benchmark process will help the decision makers identify the must-have characteristics for the new employee
- The Assessment process will measure the candidate against the Benchmark. The people who match the benchmark will succeed.
"My customers are complaining."
Are they all complaining about the same thing? Do they all deal with the same person or department? Who is hearing the complaints, and what has been done about them so far?
- A customer service survey will tell you if this is an isolated problem or an epidemic.
- Once the survey is complete and you have a sense of what the problem area is, skills training to improve customer service could be the next step.
Turnover Turnaround