The art of performance development in companies
Motivating employees is one of the most difficult jobs a manager has to do. The Reiss Profile offers effective tools to get to the bottom of where potential can be found and how it can be realised.
Helping employees achieve sustained performance
Organisations are dependent on the quality of their employees. Recruitment procedures and personnel development aim at selecting the best person for the job and giving employees further training. The Reiss Profile offers a new approach by asking potential candidates what they consider really important. The personality profiles provide reliable information on matching people to jobs, on promotion and development. This helps employees perform continually at a high level.
The possibilities of using the Reiss Profile in the field of Human Resources Management are extensive. Here are some concrete examples.
The Reiss Profile allows the requirements that a candidate’s personality needs to satisfy for a specific position to be formulated precisely and realistically. Many job descriptions, for example, call for ‘independent workers and team players’. According to Reiss Profile research findings, however, these terms are contradictory. There is nobody who incorporates both of these qualities to a similarly high level. The basic desire of ‘Independence’ tends either towards a strong sense of autonomy, and thus truly independent work, or to a pronounced feeling for teamwork, where the employee co-operates with others.
If the Reiss Profile is used both when formulating the job requirements and in the candidate-selection process, this will increase the chances of finding the right candidate. This individual will stand out as having the necessary skills for the job, but also the right personality to motivate themselves on a permanent basis in that position. This will result in a higher quality recruitment process and longer-term retention of employees in individual jobs.
Assisting the Identification and Encouragement of Potential
The Reiss Profile shows the true potential of key personnel. It reveals how individual traits can be used as strengths and developed into management qualities. The manager recognises how to strengthen their personality in a sustained and targeted manner through active self-management.
For example, the profile gives a detailed description what proportion of an individual’s workload and time should be devoted to managerial tasks, which allows them to work extremely efficiently in the long term. It also provides specific information on how a manager should develop aspects of their behaviour towards individual employees, in order to forge long-term beneficial relationships.
Assisting Personnel Development
By using the Reiss Profile, the planning of training schedules can be targeted and tailored to individual needs. The basic desire of ‘Curiosity’, for instance, shows the extent to which an individual is oriented strategically and conceptually, or practically. This provides information on both to the way they learn and the content they will find useful. This can prevent the situations whereby employees just ‘sit through’ expensive seminars because, based on their personality, these does not interest them in the slightest. The advantage of the Reiss Profile is that it helps reliable decisions to be made regarding staff development. Employees will meet these decisions with a greater level of approval, and thus will work more efficiently.
Supporting Team Development
Team development is another important area where the Reiss Profile can be applied. Information about the motivational make-up of a team helps create mutual acceptance and thus minimises friction. Roles and tasks can also be allocated more accurately. A team that is put together on the basis of the Reiss Profile will immediately increase its overall efficiency, assuming that the professional competence is of a sufficiently high level.
In stressful situations, moreover, the ability of such a team to handle pressure will increase. The improved mutual respect and the increased tolerance within the team will make it less susceptible to conflict.
Supporting Employability Management
To systematically increase the employability of staff members, a framework has to be created in which they can develop individually. Companies that approach personnel development strategically will find in the Reiss Profile a tool which can be used in integrated Employability Management plans.