Have you ever come away from a bad customer service experience thinking, “That person is in the WRONG job!”?
You also likely went away muttering quietly, and yet hoping someone heard you saying, “I’m NEVER coming back here.”
Conversely, perhaps you’ve had an outstanding customer service experience where you thoroughly enjoyed the process and were treated so well by the customer service person that it made you want to come back…and refer all your friends as well.
This is how strengths-based placement affects profitability.
There are instances where it is just a matter of attitude, but often a bad attitude is an indicator of a bad fit.
Let’s face it, there are people who are just naturally gifted for customer service. There are others who would rather deal with a computer or a spreadsheet than people any day. Put one of those in front of a line of people, and you will see elevated stress levels on both sides of the counter.
Whatever business you lead, take a look at your team. Are your players happy in their positions?
Or are they bored? Are they frustrated? Are they feeling inadequate? Are they under-productive? These could be indicators of wrong placement.
And wrong placement affects profitability.
Companies often promote their best performers into positions of management. This certainly makes sense. But there are instances where the promotion does not fit. Let’s say you have an outstanding computer programmer, for instance, and so you decide to make him or her the supervisor of the IT help department. In your mind, this career advancement is a recognition of his or her efforts. However, the programmer may, in his or her mind, be silently in a state of sheer panic. If they do not have a secondary patience and people-oriented strength, you may end up with one miserable former programmer and a number of unhappy customers.
Strengths-based placement results in teams that excel.
It means those who are most comfortable dealing with tasks do the tasks, those who excel at details do the details, those who love people serve people, and those who love to lead…lead. And it prevents the issues that come from putting a task person into a people role and vice versa.
Think about it. If everyone in your organization was strategically placed so they are working in their best strengths, how would this affect your bottom line?
Click here to learn more strengths-based placement, and about how it can help your organization.