In these fast moving and unsure times, it is essential to have staff who are agile, resilient and adaptable.
However, the question many HR and L&D teams face today is how do they identify a benchmark level of adaptability amongst their staff, and further to that, how do they measure and improve that agility, resilience and adaptability?
Another question is what process does the organisation implement, which allows for the measurement and improvement of staff adaptability , that is fast, easy and affordable?
The REACH Ecosystem was developed by the OrgDev Institute for the purpose of redefining how managing organisational development is implemented in the workplace and measures the adaptability of individuals across 16 different, primary skill-sets. This benchmark is then used as a starting point for the individualized development pathways, where results post-development program can be measured and compared to the benchmark to show real improvement.
Proven Scientific Results
By compiling scientific studies across a wide range of industries, we can demonstrate that by improving staff agility and resilience, the productivity and capacity to generate higher levels of sales, customer service and improved internal communication and satisfaction are all potential benefits.
These studies all focus on one key measurement which is referred to as REACH Quotient (RQ). RQ is expressed as a number ranging between 1-5, with 1 being the lowest level and 5 being the highest level. By using this metric, we can easily identify what the level of agility, resilience and adaptability is for each individual staff member at a specific point in time.
Inspiring a Continuous Personal Learning Journey
Allowing staff to proactively contribute to their personal growth to improve agility and resilience can prove to be an invaluable tool to any organization.
Based on a individual’s REACH Quotient (RQ), and through the use of the REACH Ecosystem Personal Dashboard, both the individuals, HR and L&D Teams can identify highlights in self-assessed style and strengths, as well as having clear guidance on growth and development opportunities.
To allow for a seamless user experience, all resources are interconnected through the REACH Ecosystems Learning and Development Resources available via a personalized dashboard.
As the journey unfolds for each individual, they are able to obtain a clear visual on their growth, while the measured outcomes can be streamlined into easy to understand reports.
Through the resources and tools provided in the REACH Ecosystem every individuals learning journey will ultimately improve their RQ. This in turn strengthens their agility, resilience and adaptability making them an essential resource to any organization that is evolving to meet the current economic climate.
Across multiple industries and hundreds of organisations the REACH Ecosystem has help grow the agility, resilience and adaptability of thousands of employees. Here are some examples of the improved results from our scientific research:
Improved Staff Retention Result with 37% Higher Satisfaction – In this study, it was shown that after implementing the REACH Ecosystem into organisations, staff were 44% more likely to recommend the organisation to potential employees, 37% more likely to find “enjoyment” from their work, 35% more likely to indicate they had a strong respect for their leaders and 37% were more likely to indicate their intent to remain with the company.
Restaurant Manager’s Get Higher YELP Reviews and Higher Staff Engagement – In this study, we conducted an assessment of restaurant managers and found that after implementing a REACH assessment, the managers who completed a REACH survey were showing improvements in Receiving Higher YELP reviews, Assimilating New Team Members, Evaluating Performance, Finding Opportunities for Synergy and Rallying Others. The average RQ among incumbents was 3.82, compared to the global average of 3.62.
Corporate Trainers Receive 12% Higher Reviews – In this study we measured the RQ of corporate trainers and proved that trainers who had an RQ of 4 or higher, had an 83.74% higher level of satisfaction from participants, compared to a 71.84% level of satisfaction for trainers who had an RQ of less than 4.
Retail Salespeople Sell 87% More Products– In this study, we analyzed the RQ scores of the sales staff of a particular location who were selling more product and receiving higher levels of customer service from patrons compared to sales staff from locations that had lower levels of sales and customer service scores. We found that the staff in the higher performing location had higher RQ scores when compared to staff at the other locations. In fact, staff who had an RQ of 4 or higher, sold on average 87% more products (almost double) than staff who scored under 4. The test group also sold 78% more product warranties and profitability was up by 78% amongst staff with higher RQ scores.
New / Used Truck Salespeople Sell 55% More Trucks – In this study we found that salespeople who were designated as “top performers” had on average an RQ of 4.08, compared to an average of 3.41 for the other salespeople. Those with RQ scores of at least 4 sold on average 55.03 trucks, in a given time frame, compared to 30.69 trucks sold by those salespeople in the same period with an RQ score lower than 4.
We have many other examples all documented and available for review or download at the REACH Ecosystem website.
Small Improvements Create Big Results
So, by comparing the changes in RQ scores in these studies, we can demonstrate that even incremental increases in improving an individual’s RQ score can have a major impact on a wide range of metrics. Obviously, every organisation has it’s own internal metrics, targets and goals, but the one takeaway is that by measuring and providing steps and tools to improve an individual’s RQ score, organisations did experience a positive impact on every metric we measured.
To learn more, or sign up for a free 7 day trial of the REACH Ecosystem, please visit the REACH Ecosystem website.