You’ve done it. Somehow, you’ve maneuvered safely through the labyrinth of employee requests, phone calls, emails, mind-numbing budget reviews, five minute meetings, paperwork-induced vertigo, general caffeine deprivation and AT LAST! you can now start on your project …that’s due tomorrow.
Awesome. One hour down. Seven to go.
We know you’re busy, and you don’t have one more moment to spare – not even to go over Omnia Profile results with your team, as fascinating as they are! We know your team has been asking you pretty much every day since they took the assessment. And why wouldn’t they? It’s great information!
People love to learn about themselves, and self-awareness is the first step to improving individual performance. But did you know it also helps create a stronger team? Peers connect better to others when they can identify differences as differences, instead of making judgments. The Omnia Profile is a great tool for helping your employees understand more about themselves and their teammates, creating a foundation for better communication and collaboration.
If you have a full plate, it can be challenging to set aside time to work with employees on self-awareness and development. Since we kind of know a little about the subject, we can easily take that weight off your shoulders.
We have begun to give more weight to the Omnia Profile in the past 12 months. In the years preceding this 12 month period, we conducted Omnia Profiles on all candidates. It seems that we did not examine the profiles as closely or take the results as seriously as we should have. When employees were unsuccessful, leaving the company or being terminated within a year of hiring; we went back and studied the Omnia Profile for that employee at the time of hire. Although it is difficult to determine the specific costs savings on our successfully retained employees; approximately 80% of the employees who left the company did not receive a full recommendation for hire on their original Omnia Profile.Believe me, we pay more attention now.