How important is behavior for performance?

A human being is a multi-dimensional prism who throws out various types of behavioral responses based on the external stimulus. Each person responds differently to the same circumstances. These behavioral signals are deeply rooted patterns that get formed based on the personal upbringing, value system, surrounding environment and many other factors. It is well known that a lot of brilliant people with difficult childhoods find it difficult to form healthy relationships for most part of their adult professionals and personal lives.

The philosophical outlook, though true, is not something an organization likes to deal with since the behavior of an employee directly impacts organization’s performance. In recent times, organizations in most of the cities in India, including Mumbai have started using Psychometric Tests to identify the behavioral patterns of potential employees or existing employees to ensure that, they can take timely actions to avoid the performance debacle.

From the business perspective, the general behavior of an employee or group of an employee can impact an organization’s performance. A bad employees behavior, even if he is very highly accomplished individual can affect an organization in many ways as illustrated below:

  1. It becomes difficult for the line managers to achieve results through difficult subordinates.
  2. Morale of the top performer deteriorates over time.
  3. Employee attrition increases.
  4. Rehire & re-training costs rise.
  5. Corporate brand image suffers
  6. Business performance goes down, lowering the revenue and the profits.

Let us understand the theory of behavior vs. performance through an organizational case study of a company from Mumbai. An accomplished technical leader finds himself at a loss for words in crucial client meetings. He is not able to drive his point clearly to convince the client. His fear of public speaking could be a result of a strict father figure at home or just general shy nature etc. His fear of public speaking directly impacts the result of the meeting with his organization not receiving the customer order. Such behavior at leadership level also affects the morale of the team around him. If the team doesn’t accept this individual as a leader, then the group’s performance is sure to take a downward hit. Today’s organizations however, don’t want to discover these behavioral patterns at the last moment. They have started using Psychometric Tests to clip such low performance risks due to unsuitable behavioral patterns.

We can also look at another example of how bad attitude and behavior impacts organization’s performance, from an employee angle. Let us assume you are a brilliant individual in a leadership role, but are unable to get along with most people on your team, as you feel they are not listening to you. Now your expectation that everyone must listen to you since you are the designated leader means you are blocking the two-way communication between the team. Such faulty attitudinal patterns directly impact the morale and performance of the team.

Pete Drucker, the management guru, considers “People Decisions” as one of the two most important factors that impact an organization’s performance. The Psychometric Tests act as a prism helping decode employee behavioral patterns. The intelligence data provided by the tests help companies to strategies effectively to arrive at better people decisions.


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