Do you know who your star performers are???

As companies struggle to cut Labor/G&A cost out of their businesses, the danger is cutting those with the most underling ability and potential.
Most CEO’s have no idea who their star players really are. They think they do but the fact is unless they are or have actively engaged the use of objective tools that measure behavioral patterns, organizational focus, intellectual styles, interests, culture fit, experience and performance; the decision criteria being utilized is primarily a subjective guess. The reliance is on someone’s opinion which probably changes from time to time and depending on whom you ask the opinion differs. The end result is the loss of high quality talent that may determine the success of your business.

Bla…Bla…Bla…I don’t buy it. I know who my best performers are…

For you non believers, let me give you a real life example:

This organization had grown from 13 units to 120 units within a three year period resulting in out-of-control administrative growth which lead to a bureaucratic infrastructure who became out-of-touch with line management needs. Year over year sales were declining as was company profitability.

Now that’s a bad day… but fear not….

Behavioral Assessment tools were applied to assess and objectively measure the organization and acquire the talent necessary to expedite a company turnaround. Through the assessment process an internal individual was identified with previous unknown star potential. It is also important to understand that this individual was slated to be cut from the organization (It was the opinion of his supervisor that he was “a pain in the neck and should be let go”).

The assessment process using data that could be measured put each team member on a level playing field and uncovered the star qualities of this individual. As the evaluation continued into current and past performance, it became clear this previously unknown star performer should not only continue employment, but be elevated and rewarded. The identified individual was promoted to the Vice President of Operations position. Over a period of approximately two years, the company’s profit has gone from a two million dollar loss to a two million dollar gain. Sales have continued to outpace prior years and today they are driving double digit sales gains is the worst economy since the Great Depression. The individual who was once slated for termination is now the Chief Operating Officer of the company.

This is an example of a small organization… you would be horrified to see what this subjective decision making looks like in a large organization and the amount a great talent that is lost…OMG!!!

P. S. If you think this is an isolated circumstance you are terrible mistaken. This may be the time to open your eyes and take your head out of the sand.

For additional information on the process and how it is implemented, contact Peter Capodice at 941-906-1990.

About Capodice & AssociatesFrom a dynamic blend of professional search talent, to the most comprehensive assessment tools on the market, Capodice & Associates gives you peace of mind knowing your next hire will be a long-term success.