What data can PCS provide and how can it help improve your organisation?

On average, people spend more than one-third of their lives in the workplace, making it extremely important for your organisation to create a supportive and engaging environment for those you employ.

Aware that your climate fundamentally impacts employee success rate, it’s important that your organisation has a system in place to measure team climate so that leaders can focus on preserving what’s working; and critically address what’s not working.

Categorising individuals

There are a number of tools on the market that can assess individuals and teams separately. These tools often measure character traits, categorising individuals based on their strengths and weaknesses. This style of tool allows an organisation to establish what skills their employees hold, how they work best within an organisation and who they work most effectively with to create strong teams.

Although these tools are a great asset to improving individuals and focused teams within an organisation, they can be impractical when aligning how a whole organisation operates together, how everyone in the climate effects one another, the difference between teams and their leader and what needs to be adjusted to maximise potential.

What makes PCS stand out:

  • Get quick and actionable insight to boost engagement and team performance.
  • Track climate and team performance across the organisation.
  • Gain advanced analytics which provide the ability to drill down into specific areas and view results in a variety of ways.

What makes PCS data unique is its ability to analyse leaders and their team as a collective. PCS asks probing questions based around:

  • How one perceives the organisation?
  • What works and doesn’t work within the team?
  • Highlighting areas of opportunity?
  • Pinpointing areas that need to be developed?

PCS benefits:

  • Analysis by team, location and department.
  • Help HR immediately spot and address issues.
  • PCS can quickly identify specific areas for improvement.
  • Robust data to support decisions, leading to action and positive progress.

By correlating both leaders and team members feedback, PCS can identify gaps in perception; highlighting real potential areas of conflict, disconnect, misalignment and miscommunication.

Providing insight into where the leader needs to focus effort, in the most effective way, PCS make sure leaders have the data they need to achieve and maintain high performance which means your team and organisation collectively profit.

If you need a tool that’s going to align your organisation, improve your climate and maximise potential so you can reap reward find out more here or contact us on: 

Zac's Challenges:

Zac’s tech business is growing rapidly. He’s gone from being a developer with a good idea to now overseeing an ever-expanding team. Zac knows that in order for the business to grow successfully, it needs to stay true to its founding values and his staff need to feel valued and engaged. Zac wants to understand if he and his team are on the same page and he needs to do it quickly and cost effectively.

Zac's PCS Solution

Zac decides to use PCS Lite to get a quick temperature check of how his team are performing and what they think about the business. The PCS Lite report quickly surfaces the fact that his team have lost sight of the organisation’s purpose and goals. Zac realises that he needs to improve his on-boarding processes and help orientate the new team members better in the company culture and vision. 6 months later, Zac uses PCS Lite to check his new onboarding process is working; concludes that the growing team are much better aligned to his vision and are generally operating in a more positive working environment.

Annabel's Challenges:

It’s Annabel’s job to help the Partners in the firm manage their clients and ensure they’re consistently adding value. Recently, Annabel has been asked by one of the Partners to find a tool or framework that the consultants can use to benchmark new clients looking for team and leadership improvement programmes. It needs to be cost-effective, established and reputable and able to be branded with the firm’s own logo.

Annabel's PCS Solution

Annabel recommends PCS Pro to the Senior Partners as it provides an objective measurement of team and leadership climate against which the consultants can build performance improvement programmes. PCS has a good track record, academic validation, excellent training and customer service, so she’s confident that it’s the right tool for the firm’s consultants to use.

Sarah's Challenges:

Sarah has to keep across the multiple training and development needs in the organisation and do it within a tight budget. Recently, Sarah’s been asked to design a L&D programme that improves the staff retention rate and helps staff feel more engaged with the changes happening in the organisation, not least the shift to more flexible working.

Sarah's PCS Solution

Sarah uses PCS to measure how different teams across the organisation are performing and look at any patterns which suggest the need for organisation-wide, leader or team training. Sarah notices that all teams and leaders have a low climate score in the Processes segment. Sarah knows that allocating budget in this area will improve performance. She works with the Senior Management Team to review the organisation’s processes as they transition to more flexible working and designs a training programme to support staff in the transition. She’s helped staff to feel supported, acknowledged and engaged which ultimately drives performance. 

Jim's Challenges:

Jim’s client has a team that’s not performing as well other teams in the organisation. The team has a high staff turnover, sickness and the lack of cohesion is impacting the team’s wellbeing and performance. Jim needs to get to the bottom of why this is happening and design effective coaching interventions which can generate tangible results for his client.

Jim's PCS Solution

Jim uses PCS Pro to measure / benchmark how the team and leader are performing across the 6 segments critical to team performance – Goals, Roles, Processes, Adaptability, Connection and Resilience. He can immediately see the disparity in Goals, Processes and Connection between the leader’s perception and those of her team. He uses this information to build a coaching programme designed align team and leader. After 6 months, the team seems to be more settled and productive. Jim remeasures using PCS Pro – the results show the client the effectiveness of his coaching intervention.