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Develop
Employees!
We have
found that most employees who are coached using the Simmons Personal
Survey do make the necessary changes.
Further, a significant percentage of troubled employees, once coached,
go on to perform above expectations! Coaching,
using the Simmons Personal Survey, can also help good employees to
become outstanding or can help employees prepare for promotion!
The bottom-line result is an increase in productivity and decreased employee-related costs!
The
following are brief versions of testimonials and of research reports,
proving the value of the Survey in developing employees. If you
want more in-depth versions, click on this link: In-Depth
Employee Development Proof
"In
one bank, we used the Survey with the entire management team.
It was very effective in pulling people together, talking about
their lesser strengths. By allowing the Survey to identify them, we were able to
confront some interpersonal relationships that were deteriorating and
effectively mend those relationships."
Jerry
Turk, Human Resource Consultant
"The
Survey’s tremendous value has been in selection and team building.
The
Survey was used not so much to eliminate a person from the hire, but to
enable us to put together a development plan for them.
From the Survey, we could tell his training manager 'These are
the things you’re going to see in their work.
This is how you can help them grow.'
The trainee and his supervisor were then working together towards
the same goals.
Developing
better managers meant they stayed longer, were more effective and
felt
better about their jobs. The
bottom line was: We not only lowered our expenses by reducing turnover,
we also increased sales with better trained managers.
The
results of a six month pilot study completely validated the importance
of using the Survey for Team Building. After
six months, stores using the Simmons Survey for team building had
improved significantly more than the other stores in all three areas
tracked: 1.) Sales Increase up 10%;
2.) Quality Service And Cleanliness Inspection improved a full
grade level;
3.) Crew Turnover Rate reduced.
Overall profitability had improved as well.
The
Survey really helped the supervisor build team work, with everyone
drawing off each others strengths and supporting them in the areas they
need to work on. As an
employer, we saw we had to
have it.” Keith
Floto, Human Resource Manager, WenLake (a Wendy's franchise.)
"At
the same Wendy’s restaurant franchise, the Survey was found to
correlate with manager job performance by .86. This is a
remarkably high correlation with overall performance, since other
factors such as health, experience, education, and intelligence also
affect performance." Simmons
Management Systems Research Statistic.
CSR/American
Aggregates, a subsidiary of Australian based Consolidated Sugar
Refineries, with 1100
employees, has been using the Survey to help their leaders make
the personal changes necessary to successfully practice the new team
management style that the company has put in place. "We are
using the Simmons as a tool for both individual and company
success. Serious paradigm shifts are necessary to make TQM
successful. We feel the
Simmons Personal Survey is the tool that can help us do that."
Steve Fleming,
VP Human Resources.
"100%
of the Surveys we have processed have been accurate and were verified by
other reliable information. The
Survey has consistently helped us hire good employees, reduce turnover,
greatly enhance performance, and increase customer
satisfaction."
Tom
Howard, V. P. Human Resources, Wang's International, Inc. Memphis,
TN.
"We
promoted the best candidate using the Survey, but the benefits of the Survey went
far beyond that. Each
candidate had the opportunity to discuss their Survey with us.
Often those who had not been promoted would say, “I really
want to move up into management. What is it that’s holding me back?” We would go over their Survey, showing them specific areas
that they could work on. Providing
this assistance in their development proved to be extremely cost
effective. Before long we
were promoting entirely from within.
Each year the Department Managers took the Simmons Survey and
compared it to their results from the previous year.
In a meeting with the Store Manager, they would review and
acknowledge the improvements they had made.
The employee had the opportunity to make suggestions about what
they thought needed improvement. Then the Store Manager made his
suggestions. Together
they developed specific goals for the next year. This
development process has double benefits of reducing turnover and
increasing effectiveness.
Within 18
months, the Survey was the key to reducing turnover,
from a crippling 172% to a manageable 70%."
Pat Sumpter, HR Consultant, and
previous HR Manager for this company.
“When
we bought an existing [Wendy's] franchise, the previous owner strongly recommended
that we fire or demote the current area supervisor.
‘She’s not going to be able to handle it,’ they said.
‘she’s got a negative attitude, not a team player.’
The Survey showed a
very high Self Esteem score, a
somewhat low commitment to work and low tolerance.
But it also showed good people skills and a positive attitude.
They had misidentified
the problem. While sharing
the Survey results with her we learned that she had experienced a deep
hurt in her life. She
wasn’t aware how much it was affecting her on the job until she saw
her Survey. We sat down with her and put together a development plan.
Within weeks there was a marked improvement and she is still
doing an excellent job with the company.
Talk
about cutting turnover costs! It
would have been very expensive
to loose her 10 years of
training and experience. We
would have lost an excellent manager with a lot of great strengths if we
had fired her on their recommendation.
We were able to work with her on the problems she did have, and
it not only turned out super, but it added a lot of validity to the
Survey.” Keith Floto, HR Manager
"We’ve
used the Survey for hiring, training, promotion and team building for
over 15 years. It’s
been most important to us as a management tool for training.
I’ll sit down with the employee’s manager and show them, 'Now
this is where he might have some difficulties and this is how you can
help them.' For
instance, if an employee has very aggressive type behavior and his
manager doesn’t. We’ll
suggest to the manager, 'You’ll have to stay on top of this because,
this person will run over you if you’re not careful.'
If they go into it aware of that, then normally they can handle
it with no problem." Doug
Haile, Human Resource Manager, O’Sullivan
Industries, Lamar, MO
"I
learned about my own blind spots through my own experience with the
Simmons Personal Survey. This
awareness proved to be a turning point in my life.
My relationships have improved.
My business has thrived. All
because I was willing to take responsibility for the results of my
Survey." Bob
Wall, HR Consultant.
"When
we approached him with the Survey, and showed him the areas that needed
improving for him to move up in the company or even to be comfortable as
a leader, he took that on as a challenge to make it happen. He realized that he wanted to be more, to do more
and was going to have to change
character to do it. Over
a two year period, he went from basically a good worker up to a
very well-adjusted middle executive.
That was about five years ago and now he is very successful, in
charge of all the production of the boat.
He has made lasting change now." Wes
Crane, Human Resources Consultant.
[The
employee mentioned in this quote was a struggling assistant manager at a
grocery store.]
"About a
year after coaching him with the Survey, I began to get feedback that Matt had made a terrific
turnabout, had become a dynamic force in his store, often surpassing and
outperforming his store manager. The
results were shocking and undeniable.
Matt had shown significant personal growth in all areas of
character that would be associated with an effective leader.
Matt said that when he saw his original Survey results, he was not
happy with the individual I had identified him to be and he wanted to
make a change. He took
charge of his own personal growth, made a conscious decision to
accept the risks associated with leadership and grow as a person.
Matt
continues to be one of the top managers in the group at this writing."
Doug Jones, Human
Resources Consultant.
"After
an employee has been on the job for three months, completed training, and
had a chance to settle in, their manager will review their Simmons
Survey. We’re
aware that this is a snapshot of them at this point in their life.
It’s not engraved in stone.
People can and do change. We
use it as an indicator of where the employee is now compared to where
they need to be for their position.
The Survey is a tool to guide us; to help us plan what we need to
do to help them get there."
Patty
Camps, General Manager, Metal
Products, Memphis, TN
"I
have used the Simmons Survey for years now.
I
have come to put a great degree of trust in the Survey findings.
Over and over again, I have seen Surveys that are consistent with
my interview findings. When
I review the Surveys with the participant's own managers, they, too,
confirm the Survey's validity." Bob
Wall, Psychologist and Human Resource Consultant.
"Mike
and I reviewed the results of his Survey to discover what his results
might tell us about how his character was contributing to the problem.
The Survey was absolutely consistent with my interview findings.
I
gave Mike one week to think about our conversation and arrive at some
decisions about what he wanted to do about some of the concerns
expressed by his staff and the character traits suggested by his Survey
report.
His
first words to me a week later were, 'I want you to know that I was
stunned by our conversation. I
have thought about nothing else for the last week.
I had already planned to take some time off and I found that
whatever I was doing, I was thinking about our conversation.
My wife and I had a long talk and she finally opened up to me and
confirmed a lot of your findings. I
really had no idea that things had gotten so bad... Let's get to work. I
want to turn this around.'
He made a list of people he felt he needed to apologize to
individually. He also
called a staff meeting to talk about what he had learned and to express
his commitment to being the best manager they had ever had.
Its
been two years now and, while he is still prone to slip back into some
of the old behaviors when under extreme pressure, his boss and his staff
have been grateful to see a genuine commitment to improve his
relationships at work and have seen some substantial changes in his
approach to them.
Mike is
still in his position, accomplishing more than he ever has before, and,
more importantly, his level of esteem has risen throughout the company
as he becomes more and more skillful at dealing with people
appropriately. A
prediction: Within ten years, he will be the President of the company
because he has had the courage and the commitment to deal with the flaws
in his character." Bob
Wall, Psychologist and Human Resource Consultant.
"The
Survey is valuable because it allows us to accurately predict
individual performance issues, like their commitment to work,
tolerance, etc. The
Survey helps the person understand why they do what they
do, which is the only way they can improve.
It becomes the basis for their training."
Anthony Dagastino, District Manager, Wenco
Franchise Management Inc., Memphis, TN
If
you wish to read further, we have many more testimonials, more in-depth
testimonials, and more research findings relative to employee
development at the
following link: In-Depth
Employee Development Proof
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