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The Predictive Index 2024 Survey Report: Key Findings and Insights

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Building strong relationships in the workplace is crucial for an organization’s success. 

  1. Collaboration and Teamwork:
    • Coworkers who have positive relationships are more likely to perform well when working together on projects. Respectful teammates motivate each other to perform at their best, leading to improved collaboration and efficient task completion.
    • Good communication within a team reduces ambiguity and ensures everyone understands their specific tasks.
  2. Individual Productivity:
    • Enjoying positive office relationships can enhance your own productivity and job-related skills. When you like working with your coworkers, you tend to work harder, contributing to the company’s success.
    • A supportive work environment encourages employees to give their best effort.
  3. Employee Morale:
    • The psychological state of employees directly affects their productivity. Having good relationships with colleagues can boost morale, leading to better professional output
    • When you enjoy spending time with your coworkers, it positively impacts your overall job satisfaction.
  4. Employee Retention:
    • Teams that retain key members consistently deliver better long-term results. Employees who feel connected to their coworkers and the company are less likely to seek employment elsewhere.
    • Strong workplace relationships contribute to employee loyalty and reduce turnover rates.

In summary, fostering positive relationships at work not only benefits individual employees but also contributes significantly to an organization’s overall success. So, let’s continue building those connections! 

Contact us at bhodge@oecleadership.com 1-812-345-7519

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Organizational Development Team Effectiveness

Human connection in the workplace is crucial 

Human connection in the workplace is crucial for creating a sense of belonging and inclusivity within teams. When team members establish meaningful relationships, it leads to several positive outcomes:

  1. Improved Engagement: Employees who feel connected to their colleagues are more likely to be engaged in their work. In fact, research shows that if employees don’t have a best friend at work, there’s only a 1 in 12 chance that they’ll be engaged.
  2. Higher Job Satisfaction: When people feel connected to their coworkers, they tend to have higher levels of job satisfaction. Feeling part of a supportive community contributes to overall happiness at work.
  3. Increased Productivity: Connected teams drive collaboration and knowledge-sharing. Colleagues who communicate effectively and work well together are more efficient, leading to better productivity.
  4. Retention and Well-Being: Employee disconnection is a significant driver of voluntary turnover. Lonely employees cost U.S. companies up to $406 billion a year. Conversely, employees who experience high levels of belonging have reduced turnover risk, increased job performance, and fewer sick days. Healthy work relationships facilitate greater learning, improve retention, and increase innovation and performance.

To foster human connection in the workplace, consider implementing the following strategies:

  • Make Workplace Connection a Ritual: Encourage regular team check-ins, virtual coffee breaks, or casual chats. Create opportunities for colleagues to connect beyond work-related tasks.
  • Make It Easier to Ask for Support: Cultivate an environment where team members feel comfortable seeking help or advice from one another. Encourage open communication and empathy.
  • Make Onboarding More Experiential: During onboarding, focus not only on tasks but also on building relationships. Introduce new hires to their colleagues and team dynamics.
  • Make Recharging a Reality: Recognize the importance of breaks and downtime. Encourage employees to take breaks, recharge, and connect with others during these moments.

Remember, human connection isn’t just a nice-to-have; it’s essential for a thriving workplace. As leaders, we can actively promote connection and create an environment where everyone feels valued and supported. Here at OEC, Inc it has been our mission for over 30 years to facilitate connections that bring purpose and meaning to you, the people around you, and the Organization you give your gifts to every day.

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Enhancing Virtual Team Dynamics in the Digital Workspace

Brett Hodge 03/01/2024

In the era of remote work, virtual teams have become the backbone of many organizations. However, maintaining the dynamics of a team that interacts primarily through screens presents unique challenges. This blog explores strategies to improve virtual team dynamics, ensuring a cohesive and productive work environment.

Understanding Virtual Team Dynamics

Virtual teams operate across various time zones and cultures, often without ever meeting face-to-face. This can lead to feelings of isolation and disconnection. To combat this, it’s essential to understand the nuances of virtual communication and foster a sense of belonging among team members.

Building Trust and Accountability

Trust is the foundation of any successful team. In a virtual setting, trust is built through transparency, consistent communication, and reliability. Leaders should encourage open dialogue and provide regular feedback to create an atmosphere of mutual respect and accountability.

Communication: The Lifeline of Virtual Teams

Effective communication is vital for virtual teams. It’s not just about the frequency of interactions but also the quality. Utilizing the right tools—whether it’s video conferencing, messaging apps, or project management software—is crucial for facilitating clear and efficient communication.

Fostering Engagement and Collaboration

Engagement can be a challenge in virtual teams. To keep team members engaged, incorporate interactive elements into meetings, such as polls or brainstorming sessions. Collaboration tools that allow real-time editing and sharing can also enhance the sense of teamwork.

Cultivating a Supportive Culture

A supportive culture is characterized by recognition, inclusivity, and the promotion of work-life balance. Celebrating achievements, acknowledging milestones, and providing support during challenging times are all practices that contribute to a positive team culture.

Continuous Improvement

The virtual workspace is ever-evolving, and so should the team dynamics. Regularly assess the effectiveness of communication strategies, tools, and team morale. Be open to feedback and willing to make changes to improve the team’s performance.

Conclusion

Improving virtual team dynamics is an ongoing process that requires attention and effort from every team member. By building trust, enhancing communication, fostering engagement, and cultivating a supportive culture, virtual teams can overcome the barriers of distance and become more cohesive and effective.

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Organizational Development Team Effectiveness

How employee management tools can significantly impact your company’s bottom line:

Brett Hodge, CEO 03/27/2024

Introduction

In today’s dynamic business environment, organizations face multifaceted challenges. Managing human resources effectively is a critical aspect of achieving overall success. Employee management tools play a pivotal role in optimizing workforce performance, streamlining processes, and ultimately contributing to the bottom line.

1. The Expanding Role of Finance and HR

Traditionally, finance departments focused primarily on financial operations. However, the landscape has evolved. Finance professionals now actively participate in shaping overall business strategy. They contribute to cost management, forecasting, and labor optimization. Understanding the workforce—often the largest and most complex expense—is essential for creating a successful business strategy.

2. Workforce Intelligence: The Power of HR Data

Workforce intelligence, derived from HR data and metrics, empowers finance professionals with valuable insights. Here’s how it can impact your bottom line:

a. Cost Optimization

  • Recruiting Efficiency: HR metrics help identify steps to optimize recruiting costs. By understanding which channels yield the best results, you can allocate resources effectively.
  • Talent Assignment: Assigning the right talent to the right tasks ensures productivity. HR data reveals how efficiently employees are assigned and engaged.
  • Pay Practices Alignment: Ensure that compensation and benefits align with performance, avoiding unnecessary costs.

b. Productivity Insights

  • Declining Productivity: HR metrics highlight signs of declining productivity. Addressing these early can prevent revenue losses.
  • Talent Development: Determine whether it’s more beneficial to build talent internally or hire contractors. Investing in employee development pays off in the long run.

c. Process Improvements

  • Efficiency Gains: Identify and implement improvements across various workplace processes. Streamlining workflows directly impacts the bottom line.
  • Diversity and Profitability: A diverse workforce contributes to innovation and profitability. HR data helps create an inclusive work environment.

3. Uncovering Top Performers

  • Armed with HR insights, you can identify top performers who significantly impact your company’s financial success. Recognize their contributions and learn from their practices.
  • Equally important is understanding why some employees fall behind. Addressing performance gaps can boost overall productivity.

Conclusion

Employee management tools bridge the gap between HR and finance. By leveraging HR metrics, you can make informed decisions, optimize costs, and create a thriving work environment. Remember, data-driven strategies lead to a healthier bottom line.

So, embrace the power of employee management tools and watch your business flourish! Contact us at OEC, Inc. for more information 812-345-7519.

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The Importance of People Data in Driving High-Performance Teams

Brett Hodge 03/08/24.

In today’s dynamic business landscape, high-performance teams are the backbone of organizational success. These teams consistently deliver exceptional results, innovate, and adapt swiftly to change. But what fuels their excellence? People data plays a pivotal role in shaping high-performance teams. Let’s explore why it matters and how organizations can leverage it effectively.

People data provides insights into employee behavior, preferences, and performance. By analyzing this data, organizations gain a deeper understanding of their workforce. They can identify patterns related to productivity, engagement, and collaboration. Armed with this knowledge, leaders can make informed decisions to optimize team dynamics.

High-performance teams thrive in environments where employees feel valued and supported. People data helps organizations tailor their employee experience. By tracking engagement levels, satisfaction surveys, and feedback, companies can create targeted interventions. Whether it’s personalized training, flexible work arrangements, or recognition programs, data-driven approaches enhance employee well-being and motivation.

Effective teams require the right mix of skills and competencies. People data allows organizations to assess their talent pool objectively. By identifying gaps, leaders can strategically hire, train, or develop team members. Whether it’s technical expertise, leadership skills, or emotional intelligence, data-driven talent management ensures teams have the necessary capabilities.

Predictive analytics based on people data can forecast individual and team performance. By analyzing historical data, organizations can identify factors that correlate with success. For example, understanding which traits lead to high sales performance or effective project management enables targeted recruitment and development efforts.

Inclusive teams outperform homogeneous ones. People data sheds light on diversity metrics, such as gender, ethnicity, and age. Organizations can track representation, pay equity, and promotion rates. By addressing biases and promoting diversity, high-performance teams emerge—bringing varied perspectives and innovative solutions.

High-performance teams rally around shared goals. People data ensures alignment by tracking individual and team performance metrics. Whether it’s revenue targets, customer satisfaction scores, or project milestones, data-driven goal-setting fosters accountability and collaboration.

Continuous learning fuels team growth. People data identifies skill gaps and learning preferences. Organizations can offer targeted training, mentorship, and development opportunities. A culture of learning enhances team agility and adaptability.

Leaders armed with people data make better decisions. Whether it’s resource allocation, team restructuring, or performance evaluations, data-driven insights guide actions. Evidence-based decisions minimize risks and maximize team effectiveness.

Conclusion

In the quest for high-performance teams, people data is not just a tool—it’s a strategic asset. Organizations that harness its power create agile, engaged, and resilient teams. So, let’s embrace data-driven practices and propel our teams toward excellence! 

For more information on using Data to drive excellence contact us at www.oecleadership.com

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The Best Human Asset Software for your Business

benefits of using the Predictive Index (PI) in your organization. OEC, Inc. is a Certified PI Partner. Contact us for more information. https://www.oecleadership.com

Predictive Index: The Key to Talent Optimization

In today’s dynamic workplace, understanding employee behavior and optimizing talent is crucial for organizational success. The Predictive Index (PI) is a powerful tool that provides valuable insights into workplace behavior, motivators, and potential. Let’s explore how PI can enhance your organization:

1. Understanding Workplace Behavior

  • Scientific Validation: PI is a scientifically validated behavioral assessment tool. It evaluates the motivating needs that drive an individual’s workplace behavior. By understanding these needs, organizations gain insights into what makes their employees tick.
  • Predicting Performance: PI measures cognitive ability, behavior, and interests. It predicts how individuals will perform in specific roles or work environments. This knowledge helps in making informed decisions during talent acquisition and team building.

2. Talent Optimization

  • Hiring Right: PI assists in identifying candidates who not only qualify for a role but are also likely to thrive in it. By assessing personality traits and cognitive abilities, organizations can make better hiring decisions.
  • Team Dynamics: Understanding the mix of driving needs within a team is essential. PI helps identify potential areas of conflict or cooperation, promoting effective collaboration and communication.
  • Leadership Development: PI identifies individuals with leadership potential. It enables personalized development plans to nurture their skills, ensuring a strong leadership pipeline.
  • Management Support: Pi integrates behavioral data with AI to provide managers all they need to schedule 1:1 meetings, Team meetings, feedback and communication, performance management and more.

3. Aligning Individual Capabilities with Organizational Goals

  • Behavioral Mapping: PI provides a ‘behavioral map’ of an individual’s work persona. It reveals factors like dominance, extraversion, patience, and formality. Organizations can align these traits with their goals and requirements.
  • Stress and Team Response: PI helps understand how individuals respond to stress, scrutiny, and team dynamics. This knowledge aids in creating a supportive work environment.

4. Not Just a Test, But Insights

  • Detailed Insights: PI isn’t a ‘pass’ or ‘fail’ test. Instead, it offers detailed insights into behavior and performance. Organizations gain clarity on their workforce’s strengths and areas for improvement.

Conclusion

The Predictive Index is more than a tool; it’s the key to talent optimization. By leveraging PI, your organizations can create a harmonious workplace, maximize productivity, and align individual capabilities with strategic goals. So, contact us at OEC, Inc. to embrace PI and unlock the potential of your workforce! ????

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Let’s explore the fascinating future of teamwork

Let’s explore the fascinating future of teamwork, where collaboration, adaptability, and innovation take center stage. As we peer into the horizon, several trends emerge, shaping how teams will function and thrive:

1. Team Culture Matters More Than Company Culture

While company culture remains significant, the impact of culture is most keenly felt at the team level. Employees experience culture through their immediate team dynamics. The days of relying solely on office perks (free food, childcare, etc.) are waning. The pandemic-induced remote work experiment has further emphasized the importance of team culture. Leaders must focus on fostering positive team dynamics, ensuring that every team member contributes to a healthy and supportive environment1.

2. Virtual Collaboration Persists

Even as people return to physical offices, virtual collaboration remains a powerful force. Organizations with multiple offices will increasingly rely on virtual tools for coordination. The skills acquired during the “great work from home” era allow teams to form based on expertise rather than geographical proximity. Leaders should embrace this reality, mastering virtual collaboration tools and prioritizing the right person for the task, regardless of their location1.

3. Purposeful Hybrid: Virtual and In-Person Coordination

The post-pandemic future of teamwork will blend virtual coordination with in-person collaboration. Effective leadership in this hybrid world demands skills beyond traditional team management. As teams straddle physical and digital realms, leaders must adapt, communicate effectively, and foster a sense of purpose. The ability to seamlessly switch between modes—whether in a virtual meeting or face-to-face—will define successful team leadership2.

4. Agility, Resilience, and Foresight

Radically adaptable teams thrive in an uncertain world. To build such teams, focus on four essential attributes:

Conclusion: Navigating the Future

As we step into the future, teamwork will be our compass. Leaders who nurture team culture, embrace virtual collaboration, and cultivate adaptability will chart a successful course. Remember, it’s not just about working together; it’s about thriving together in a dynamic landscape. 

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Are you hiring the right people?

Between Business Strategy and Business Results are your people. People are what ultimately drives the success of your business. Hiring the right people, giving managers the tools to effectively lead and build successful teams and decreasing turnover are the keys to long term success. Knowing the job behavioral targets and then matching hires to these targets is the key to great hires. Arming your leaders with data on how best to motivate and lead your people is the secret to high levels of engagement with greater ROI!

Connect with us to find out more. 812-345-7519

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Key Changes Companies Should Make

Key changes companies should make in 2022

Josh Bersin, the founder of an HR research firm, says that “you have to run your company as if every employee has one foot out the door.” And he is right because employees today demand fast, positive change from their employers.

Let the data talk: 

  • 8 out of 10 employees feel ‘more empowered’ to hold leaders accountable for workplace changes in 2022. 
  • And 56% of workers said they will only wait 30 to 60 days for employers to make needed changes before they consider leaving. (Human Workplace Index)

So what can companies do?

Well, every company is different and has its unique challenges. But one thing is for sure: now is not the time to let up on the gas (despite today’s prices, har har).

A universal principle is companies must deeply understand what their employees want and then take action to deliver. By collecting employee feedback, companies will unlock a treasure trove of opportunities to improve retention, productivity, and workplace happiness.

How can they take it a step further? Companies must double down on improving the employee experience end-to-end. To start, that means:

  • purging any signs of toxic culture (one way is to create a set of strong company values and reward the right behavior)
  • hiring the right people for the right roles
  • giving employees a meaningful mission and purpose to work toward
  • training managers to listen and support employees (versus telling)
  • creating and communicating legitimate career paths (only 11% of companies offer formal career pathing programs). 

The MIT study also revealed four short-term strategies companies can use to increase retention.

  1. Identifying lateral career opportunities
  2. Offering remote work arrangements
  3. Hosting company-sponsored social events
  4. Offering predictable schedules