Lever Talent Blog | Introducing Your Organization to PI

How to Roll Out PI to Your Organization

Want to introduce your team to The Predictive Index (PI) but don't know where to start? Don't worry—we've got you covered.

Understanding the driving forces behind employee behavior can make all the difference in today's rapidly evolving business landscape. Thousands of HR professionals, business owners, and talent managers use talent optimization tools like PI to bridge the gap between business and people strategy.

Founded over six decades ago, PI has been on a mission to predict the driving force behind people and team performance, ignite enthusiasm, and align business strategy with talent strategy. In this blog post, we’ve outlined five steps to introduce and implement PI in your organization, ensuring you harness its full potential to create a more productive and engaged workforce.

1. Preparing for PI Introduction

Before rolling out PI, ensure you have a clear communication plan for your employees. Ask yourself:

• Who is our audience?
• What do we want to communicate?
• Why have we invested in PI, and what are our strategic objectives?
• When do we want to implement PI? What's the timeline?
• What questions might the team have?

It is often easier to roll out a new program if it can be incorporated into existing processes. Be sure to consider:

• What level of participation will be required for success?
• How will PI change the way employees currently operate?
• What features will be the most beneficial?
• What is the timeline for making these resources available?
• How will we introduce new employees to PI so they can onboard quickly with their manager and team?

Now that you’ve taken stock of your ideal rollout plan, it’s time to help your employees feel comfortable with PI.

2. Effective Communication

The more people in your organization who understand how PI works, its benefits, and how it will be used, the more comfortable they will be during its integration.

Strong, clear communication aligns everyone on expectations and fosters a culture where behavior and needs are at the core of your operations. We’ve found that hosting a ​Lunch & Learn​ ​to discuss PI with your organization can also help set the foundation and expectations for employees at all levels of your organization. You can use this Understanding Behaviors with PI deck template to educate them about the basics.

3. Conducting the PI Behavioral Assessment

Start by assessing your employees. When employees understand themselves and their peers, they develop more productive working relationships and find the value of PI. Getting and sharing the data and insights helps everyone.

Here's a sample email to send to employees inviting them to take the PI Behavioral Assessment:

“Our people are our most valuable asset, and we’re committed to providing a dynamic environment where everyone can be their best. As you heard at the [MEETING, DATE] or saw in the company email, the Predictive Index® Behavioral Assessment will help us be more aware of what drives and motivates ourselves and each other.

We’re eager to start using PI, so please complete the assessment by [DATE].

If you have any questions or would like to find out more about this exciting new initiative, please reach out to [INTERNAL CONTACT].”

If you aren't ready to assess the whole company yet, take smaller steps to get started. Take the Behavioral Assessment yourself and understand firsthand what your employees will experience. Many clients assess their C-Suite first so everyone can see how it works and align on how it will benefit their teams. Also, consider piloting the assessment with a single department, like Sales, before a company-wide rollout. Continue to share the value of PI with your organization and look for successes to share more broadly.

4. Addressing Employee Questions

Employees may have some anxiety over taking an "assessment." Clarify that it’s not a test but a tool to understand individual needs and help people succeed. There are no good or bad answers. If an employee has questions about how the results will be used, let them know first and foremost that you plan on sharing the results with them directly. This will most likely remove some of the fear from taking the assessment. Address common questions:

• What is The Predictive Index Behavioral Assessment? The PI Behavioral Assessment is an untimed, free-choice, stimulus-response tool that measures an individual’s motivating drives and needs. Thousands of businesses around the globe have used it for decades to assist in hiring, coaching, motivating, developing employees, and improving organizational culture.  
• What if I do the PI Behavioral Assessment incorrectly? There are no right or wrong answers.
• Are there rules to the PI Behavioral Assessment? Ensure no distractions and follow instructions. If you do not understand a word, go ahead and skip it.
• Is the PI Behavioral Assessment timed? No, take as much time as you need.

Educate employees on the “whys” and allow them to observe PI's benefits before requiring participation.

5. Getting Started with PI Products

Once you have rolled out the PI Behavioral Assessment for your team or company and you feel that there is an adequate understanding of why you're using it, it's time to implement the PI products that are right for you and your talent strategy.

• PI Hire: For better hiring with job targets and assessing candidates for behavioral and cognitive fit. It includes customized interview guides and a behaviorally aware job ad builder.
  PI Perform: For performance management, driving engagement, and building accountability. Include meeting workspaces, feedback, goals, and employee recognition, supercharged with behavioral insights.
• PI Inspire: For driving team members the way they were meant to be driven. It includes relationship guides, coaching tips, communication, and professional development advice.
• PI Design: For understanding team dynamics, strengths, and caution areas. It also includes a strategic overlay to assess how well a team is aligned to execute its strategic objectives with advice for working at their best.
• PI Diagnose: For measuring employee engagement, giving team leaders with 5+ employees specific reports that highlight strengths and caution areas to prioritize and build impactful action plans.

Early integration ensures quicker results. Self-awareness and understanding others’ needs lead to better role placements, management, conflict resolution, and overall team dynamics.

You’re Ready to Grow

Implementing The Predictive Index in your organization is a strategic move towards aligning business and talent strategies. By understanding what drives your employees, you can create a more engaged and productive workforce.

Welcome to the Predictive Index community! Begin your journey today and see how talent optimization can transform your organization.

Empower growth. Achieve success. Optimize your talent strategy with The Predictive Index. Book a call with one of our Client Success Advocates.