Paying particular attention to what matters for a new hire pays off in the long run. Science shows that it increases retention rates and engagement!
<aside> 🧠 The personality profile is used to tailor this insight.
</aside>
<aside> ✅ Recent research has enabled this insight.
</aside>
Opposing values lead to conflict and unproductive work environments. Being conscientious about your co-worker's values allows you to tweak your behavior at the right points in time to achieve maximum effects. For example, candidates who place a high value on innovation are more likely to struggle with detail-oriented people or environments. You could dive into ideas with them to maximize engagement but not expect too much attention to detail. By ensuring that you avoid unvalued behaviors whenever possible, engagement and retention will increase!
<aside> 💡 Minor tweaks in your feedback can help to facilitate a productive environment for new hires.
</aside>
Kristof-Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). CONSEQUENCES OF INDIVIDUALS’ FIT AT WORK: A META-ANALYSIS OF PERSON-JOB, PERSON-ORGANIZATION, PERSON-GROUP, AND PERSON-SUPERVISOR FIT. Personnel Psychology, 58(2), 281–342. https://doi.org/10.1111/j.1744-6570.2005.00672.x
Schwartz, S. H. (2012). An Overview of the Schwartz Theory of Basic Values. Online Readings in Psychology and Culture, 2(1). https://doi.org/10.9707/2307-0919.1116