“The major challenge of businesses today is
to sell more value, with fewer resources,
to customers who demand more for less money.”

- Bill Bonnstetter
Chairman and Founder,
TTI Performance Systems

We don’t need to convince you about the complexity of today’s issues surrounding attracting, retaining and motivating your people. 

Talent selection:
By thinking through your hiring strategy and creating a system for doing it right from the beginning, you will be in a much better position to attract and retain top performers. 

Our problems usually begin when we hire someone we like – a person who has good credentials and technical skills – but just doesn’t quite work out in the job. 

And this happens because the individual’s personal skills and underlying cognitive structure (how they approach the job), don’t mesh with the job itself. 

We believe that benchmarking the job provides an objective solution. 

We begin by identifying the key accountabilities that are necessary for successful performance of the job. After identifying these accountabilities, you analyze the position with an unbiased, objective process. 

This unbiased assessment reveals people’s values that motivate them to do a job, the behaviors that they will bring to the job, and whether they have the specific talents – or attributes – needed for the job. 

This process is valuable whether you’re hiring for a key executive position or a sales superstar or a support/administrative position. 

Performance management:

Successful businesses also need a systematized process to understand the real performance issues – not just the symptoms that appear on the surface. This process will identify the actual underlying issues, which then paves the way for bridging the gap between the issue at hand and an appropriate solution. 

In most performance management situations, the person will do a self-assessment, where the output reflects his or her input. Other instruments require feedback from others, and will provide different dimensions and results.

One tool doesn’t fit all, so don’t fall into the trap of trying to simplify the process by using one or two instruments. Performance management issues are complex and you don’t want to make things worse by over-simplifying. 

Whether the situation is performance driven or talent selection or professional development, your human capital management will be enhanced incredibly by creating a systematic process to address these issues. 

Your people will feel better, productivity will return, and you won’t be dwelling on the negative side of these issues any longer than necessary. 

If you’d like to experience the power of an assessment, please contact us and we’ll email you a link to take a sample assessment.