If you’re a human resources professional or business executive with a weak stomach when it comes to turnover statistics, you might want to avoid reading the following scary list of information on the dismal state of the workforce:
- 40% of employees who left their jobs in 2013 did so within six months of starting in the position.
- 51% of the U.S. workforce is not engaged.
- In fact, 16.5% of the U.S. workforce is actively disengaged.
- Employers spend six to nine months worth of an employee’s salary to find and train their replacement.
- One out of three employees will change jobs this month.
- 80% of employee turnover is due to bad hiring decisions.
The numbers aren’t good. But check out that last statistic. That means four out of five times, the chaos and wasted resources that ensues when an employee quits or is let go could be avoided. Bad hiring decisions are a top contributing factor to high employee turnover, but they aren’t inevitable. Employee turnover doesn’t have to be accepted – it can be upended.
But finding the right person for the job the first time isn’t black-and-white simple. The candidate with the right qualifications, training and experience could seem like the ideal person to add to your team, but the definition of “right for the job” goes much deeper than a resume.
The Motivational System: It’s Essential to Successful Work
Think back to the statistic on engagement. Why is over half the U.S. workforce disinterested in their day-to-day role at work? The answer lies in motivation.
Motivation dictates action. It’s why you do or don’t do. If a new hire is unfulfilled, they’re going to be unproductive and ultimately, unsuccessful.
On the other hand, if the role they’re selected for provides a clear, fast pathway, activating the core motivations that power them forward, they’ll be more useful. Motivation has the power to quickly alter behavior.
The IMO Report
Drawing on decades of behavioral research and analysis, the IMO Report is designed to unlock the motivational factors that influence everyday behavior. There are 27 different integrated motivational orientations (IMO) which can be broken down into nine different groups. The question is – which defines you? The second question is – which describes your prospective hire, and does their profile fit with the micro and macro requirements of their intended role?
How It Helps
Used in concert with time-tested behavioral analysis, the IMO Report could be a major asset to organizations with the goal of identifying specific motivations for key role players as well as building out ground-level personality and behavior specifications before hiring new team members (and potentially regretting it.)
On an individual level, if you feel stalled in your career, the IMO Report might offer insight you’ve never before understood about yourself.
Are you in? Self-discovery starts here.