Do you want to know the strengths of someone? Do you want to know what they can’t do well? Why not get them to volunteer for those tasks that use their strengths and stay away from their weaknesses?
Get the answers to the above questions by using the “Value to the Organization” page of the Abelson report you get from us. Use this page of the report for hiring, onboarding, strengthening your teams, and reassigning people to the jobs that best use their capabilities.
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“I never waste time!” It’s others who waste my time! How do I stop that?
Here’s the BAD news! No matter the reason for wasting time, it’s YOUR responsibility to manage your time.
Here’s the GOOD news! It’s not that difficult if you have a structure to follow. This article shows you how to use our DISC and Motives report to STOP wasting time. I also include an example of how I personally used that part of the report to help me stop wasting time. The “Time Wasters” section of our DISC / Motives report tells you three things:
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Staff turnover is expensive! A common “rule of thumb estimate” suggests it cost 25% to 200% of a leaving staff’s annual compensation each time someone leaves. For example, an inexpensive staff person may receive a salary of $40,000 a year. Add an additional $10,000 for health care, social security, medicare, and other fringe benefits and their annual cost is really $50,000. Using our “rule of thumb estimate,” each of these staff that leaves costs the employer anywhere from $12,500 to $100,000. Ouch!!! Have several staff with a $40,000 a year salary leave in the same year and the costs go through the roof.
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