When a team has the right balance of functional and people skills, and when team members have the confidence to know when to use them, such a team becomes an unstoppable force for success.
The key phrase is “the right balance.” This implies knowledge of people's weaknesses and strengths in order to give them the training they actually need in the context of the job they do and the team they are a part of.
2gnōME’s 360° approach measures and standardizes skills with quantifiable metrics, based on anonymous feedback from co-workers, customers and managers.
With our method, everyone is a participant is giving and getting the proper "read" of individual talent and team dynamics. Make training context-appropriate and take your organization to the next level.
The key phrase is “the right balance.” This implies knowledge of people's weaknesses and strengths in order to give them the training they actually need in the context of the job they do and the team they are a part of.
2gnōME’s 360° approach measures and standardizes skills with quantifiable metrics, based on anonymous feedback from co-workers, customers and managers.
With our method, everyone is a participant is giving and getting the proper "read" of individual talent and team dynamics. Make training context-appropriate and take your organization to the next level.
Questionnaire is designed by you
Questionnaire is designed by you and geared to your unique work environment, not some generic set of questions that don’t really apply
Results can be compared
Results can be compared to existing employees to see which candidates fit your culture and skill needs the best
Quantifiable metrics make it easy
Quantifiable metrics make it easy to compare:
- candidate claims with references' perceptions - candidate to candidate - candidate to work environment/skill needs
- candidate claims with references' perceptions - candidate to candidate - candidate to work environment/skill needs
Flexible platform
Flexible platform accessible by multiple web portals, so candidates have no trouble answering questions, and you have no problems reading results
Step 1: Evaluate Team Culture
Let’s say you’re interested in whether your sales team is using industry-standard best practices. You therefore administer an assessment to each employee, wherein they answer a series of questions about their sales tactics with key clients. The employee (and you) will then be able to compare his or her answers against base metrics of excellence. For example, one question might be:
“Prior to a scheduled meeting you would...:
- a. always collaborate with your client on what you both can do to get the most out of your time together.
- b. always send a well-planned meeting agenda in advance and ask for feedback.
- c. send a routine meeting agenda a day or two in advance.
- d. communicate the goals of the meeting just before or during the first few minutes of the meeting.
- e. show up with unclear goals for your time together.
Step 2: Co-Workers Evaluate Each Other
The questionnaires ask employees to answer as truthfully as possible to set a baseline for their performance. But some workers’ views of their skill doesn’t match how others perceive it. Other members of the team anonymously answer the same questions about the employee in question. Supervisors can then compare a worker’s perception of their skills with how others see them.
In this way, you’ll have a ground-floor view of each employee’s skill set, workers gain 360° awareness of their performance, and a team’s effectiveness can be measured.
In this way, you’ll have a ground-floor view of each employee’s skill set, workers gain 360° awareness of their performance, and a team’s effectiveness can be measured.
Step 3: Apply Training
With a clear picture of each team member’s strengths and weaknesses, you’ll know what sort of training is necessary and can apply it where needed. You’ll be able to identify high-performance workers ready for new skill training as well as employees whose current skill set needs development.