Why You Should Integrate Predictive Index With Performance Analytics
How Performance Analytics Adds Value To Predictive Index
Predictive Index can provide many different benefits to organizations with its talent optimization capabilities from hiring to managing employees. Although Predictive Index can provide valuable behavioral insights into your organization and employees, its talent optimization platform is limited in the performance insights it can provide.
By integrating Predictive Index with performance analytics, you can understand how behavioral assessment results correlate with your most important performance metrics. You can do things like show how certain behavioral traits lead to more revenue on sales team or how a certain behavioral profiles lead to better performance ratings on an engineering team. Additionally, it provides ongoing insight into how Predictive Index behavioral data impacts business performance allowing you to make adjustments as your organization hires new employees.
Below we provide some examples of the insights that Gradmor’s performance analytics platform generates using Predictive Index behavioral data and explain the value it can provide to organizations.
1) Know What Predictive Index Behavioral Profiles Lead To More Revenue
One example of the type of insights you can generate by integrating Predictive Index with a performance analytics platform is by comparing behavioral profile assessment results with revenue. By understanding what behavioral profiles lead to more revenue, you can understand what Predictive Index behavioral profiles will lead to more revenue. This works well when using Predictive Index for revenue teams (sales, customer success, etc.). It can also be used on non-revenue teams as long as you have a numerical performance metrics (performance rating system, etc.).
In the below example, you can see the comparison between Predictive Index behavioral profiles and revenue data from a sales team. Based on this analysis, you’ll notice that Captain, Persuader and Individualist profiles are generating significantly more revenue than the average profile. Additionally, you’ll noticed that the bottom three profiles (Altruist, Operator, Collaborator) are producing significantly less revenue than the average behavioral profile. This insight can help you understand what profiles are better suited for their team, which can then be used as a barometer for hiring new sales reps for your organization.
2) Assess Headcount Performance Breakdown Of Predictive Index Profiles
Another insight you can generate using a performance analytics platform with Predictive Index data is understanding how an organization’s headcount aligns with behavioral profiles. The benefit of this type of insight to understand how much of your headcount is made up of top performing profiles within your team and organization. This can help you determine how adding new employees with ideal behavioral profiles could help improve overall performance.
In the below example, you can see the headcount breakdown of a team based on Predictive Index behavioral profiles. In this instance, over 50% of their headcount was made from behavioral profiles that have below average performance. This helps you understand that although your organization may have some high performing profiles, you could be underperforming in certain areas due to not having the right employees who possess the right behavioral profiles. This can then be used to help adjust your hiring strategy, and can then be tracked over time to see how shifts in behavioral profiles percentages impacts your bottom line.
3) Compare Predictive Index Behavioral Traits Between Top & Bottom Performers
Similar to behavioral profiles, a performance analytics platform also provides insight into Predictive Index behavioral traits. By understanding the differences in behavioral traits between top and bottom performers, you can identify what specific behavioral traits lead to better performance. By knowing what specific traits lead to better performance, you can use this to help set your behavioral assessment targets for specific roles so they align with your top performers. This can prevent you from making hiring mistakes and can be used to help coach and develop underperforming employees.
In the below example, you can see how at this organization top performers behavioral traits differ significantly from bottom performers. You’ll notice that top performers at this organization possess higher As (more independence) while bottom performers possess lower As (more collaborative). Additionally, you’ll notice that top performers possess lower Ds (more flexibility), while bottom performers possess higher Ds (more precision).
4) Understand How PI Behavioral Trait Combinations Align With Performance
Another way you can use performance analytics with Predictive Index is to help identify behavioral traits combinations between your top or bottom performers. This can provide a deeper understanding of what combination of behavior traits work best for your employees within difference teams and roles. The benefit of this is it allows you to gain more insight into how certain combination of traits lead to difference performance outcomes that you can then use when hiring new employees and managing current ones.
As an example, the below graph shows how Account Executives with Bottom 50% performance ratings have a combination of low Cs (more variety) and high Ds (more precision). By knowing that this combination leads to underperformance, you can avoid hiring employees that have this exact combination of traits. This can allow you to improve your hiring success rate when making new hires and can be used to help develop current employees.
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