Workforce success with the PI Learning Indicator
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Workforce Success with the PI Learning Indicator

Encore Companies LLC is a premier Franchise Management firm, operating eight Massage Envy Spa locations and six European Wax Center locations in the Greater Phoenix Area and the Las Vegas Market. Encore Companies wanted to hire individuals who could learn quickly and get up-to-speed faster, without having to compromise on quality. To achieve this, Encore Companies implemented the PI Learning Indicator, a cognitive ability assessment that measures an individual’s capacity to learn, adapt, and grasp new concepts in the workplace. Read our case study and learn how Encore Companies created a streamlined and efficient organization consisting of top talent with the PI Learning Indicator.

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Blog Round Up

If it hasn’t already happened, it will happen within the next several months – millennials will overtake baby boomers as the largest representative generation of worker’s in the United States. The number of millennials in the workplace will continue to grow over the next several years as many in that generation are still in high school and college, and they will be seeking jobs. If employers want to maximize their possibility of retaining millennials when they are hired, they will need to adapt and create the kind of workplace that millennials want to join.
No matter how much a person loves his or her job, it's possible to become burnt out. This not only affects whether or not the individual enjoys coming to work; it impacts performance as well. Learn 8 ways employees can avoid burning out at work.
If you’re lucky enough to have sales superstars in your midst, consider sitting them down to find out exactly what makes them tick. Once the key patterns for success in this role are exposed, you’ll be well on your way to building a galaxy of sales superstars. Don’t have a sales superstar to model your sales legion against? Fear not. There are job assessment tools out there that can help.
More and more U.S. companies are putting a greater focus on employee morale and satisfaction, and while there are many routes that a business can go in terms of showing its employees that they matter, one of the most popular policies is permitting employees to work remotely. Learn how to stay disciplined and motivated in order to do as good of a job from home as you do while you’re in the office.
Hiring mistakes not only waste time and money, they can contribute to low company morale. Having a refined recruiting and hiring process is crucial to the success of any organization. It's important to know what pitfalls to avoid when selecting candidates and ultimately bringing the best employees on board. Learn the 5 mistakes human resources most often make when recruiting and hiring.
Contrary to what many people believe, gamification is not about legitimizing your employees playing the newest Call of Duty on break time. Gamification does mean that your management takes everything good about gaming, from the program structure to the point system, and applies it to your employee training programs and incentive packages. If your workplace has yet to take advantage of the gaming phenomenon, here are three reasons for you to implement gamification immediately.
The phrase “flavor-of-the-month” can often conjure up delightful thoughts of ice cream parlors or specialty beverages. A steady stream of varied themes and options can also be inspiring when it comes to book clubs or fashion. When applied to business, however, “flavor-of-the-month" initiatives tend to have a negative connotation, especially if they include a seemingly endless stream of business fads or methodology improvements that repeatedly end in failure.
When adding to your staff, most of the focus naturally falls on what incoming applicants have to offer your company, rather than vice-versa. Flipping the script, however, is a progressive, success-oriented tactic to entice quality talent. When you broadcast the auxiliary benefits of working for your company, you'll be positioning your company as something worth fighting for, rather than just an interchangeable paycheck. Learn the 5 best ways to get high-quality job seekers to sit up, take notice, and schedule an interview at your company.
Groundbreaking companies cannot be built on the efforts of mediocre employees. It is absolutely shocking the number of large firms that languish while they put off eliminating underperforming employees. Even worse, those employees who just tread water, stay out of trouble, meet their quotas, complete their assignments but never use their imagination frequently go unnoticed.
One’s risk profile, or natural comfort with taking risks, is important to consider when hiring at all levels of an organization, especially when hiring at the executive level. Consider the numerous examples we have seen over the years when misjudging a situation has caused great harm – we can think of examples in financial services, energy, transportation and more. Taking on too much risk can have dire consequences, as can embracing too little risk.
Once you’ve conquered your skeptics and have your talent assessment solution up and running, there are certain steps you’ll want to take to ensure things operate smoothly and with a level of quality and consistency that can be maintained throughout the program. After all, you’ve invested a lot of time and effort to get things going, so the last thing you want to do now is fall into the “set it and forget it” trap and just hope for the best.
Whatever the reason for a change initiative in an organization, our experience with clients has taught us that these types of transitions typically bring a unique set of challenges that, if not managed properly, can lead to failure. In fact, it’s widely observed that more than two-thirds of change initiatives fail. How can you make sure your organization doesn’t end up on the wrong side of this sobering statistic?
Among the many personnel measures which can be used to predict job performance, one measure has historically been used far-and-above all others: the job interview. In most cases, these interviews are conducted with little-to-no structure other than a few handshakes and a run through the resume. Afterwards managers tend to rely on “their gut” to make hiring decisions. But how useful are these unstructured interviews compared to other hiring methods?
Have you ever wondered why you prefer to exercise a certain way? Although all kinds of factors can have an impact on your fitness routine, it turns out that factors in your PI Behavioral Assessment pattern impact your workout choices as well. The Research Department at PI recently asked 104 volunteers to respond to questions about their health and fitness habits then linked their Behavioral Assessment results to their survey responses. As it turns out, there were quite a few moderate correlations between the two.
Conflict in the workplace can create challenges for those caught up in it and innocent bystanders alike. Sometimes people can come across as mean, rude or arrogant and it is only human to interpret these behaviors as purposefully malicious and toxic. Yet the reality is that most people don’t wake up every day on a mission to make life miserable for others, destroy relationships and cause conflict. So how do we prevent these types of encounters from bringing your workforce to its knees?
In the News

PI's CEO Mike Zani will host a Vistage webinar, Front of T-shirt, Back of T-shirt: a Framework for Self-Awareness on Friday, May 13 at 1:00 p.m. Eastern. This webinar offers an engaging framework to help attendees better understand the single most important characteristic of overall executive success: self-awareness. Webinar participants will learn how assessment systems can help them better understand their behaviors. 

Check out our VP of Product Management, Dr. Matt Poepsel's article “5 tips for setting career goals for 2016 and beyond” published on 
This advanced curriculum of instructor-led management workshops helps businesses maximize the productivity of their workforce by ensuring that the PI Methodology is integrated deep into the cultural fabric of their organization. The PI Professional Series provides top-notch instruction and practice, enabling companies to get rapidly up to speed on everything from the fundamentals of workplace behaviors to becoming a deep practitioner of PI.
Trending Topics

When combined with a compelling value proposition, an employment brand that portrays company culture, career growth opportunities, and benefits can position an organization as an employer of choice. About 9 in 10 HR professionals agree that having a strong employment brand is more important today than it was five years ago, and 60 percent said their company is investing more money in its employment brand, according to a 2016 report from the iCIMS Hire Expectations Institute.
HR professionals see it happen time and again these days. They make a job offer and, it turns out, the would-be job candidate is only going through the motions, and actually looking to take the offer and use it as leverage for a pay boost or promotion at their current employer.
The labor market is coming off a solid two-year stretch of growth, but federal data show that job openings remain at near-record levels, even while millions of people continue to struggle to find work. This disconnect is highlighted in a pair of recent reports from the U.S. Bureau of Labor Statistics (BLS) and the Aspen Institute, a Washington, D.C.-based think tank.
HR Dive asked experts what was to blame for the sudden interest in paid parental leave and many of them shared a similar answer: millennials. But many companies also see parental leave as the next big retention tool that will keep young talent in the fold and improve diversity programs.
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