By Vistage member and speaker Daniel “Dana” Borowka co-author of Cracking the Personality Code

Many businesses now use personality tests to better understand employees and potential hires. These tests essentially describe a person’s pattern of behavior and thought process. Test results can help managers with employee development, team building, conflict resolution and succession planning.

Using the information gleaned in personality tests can improve hiring decisions and make teams and departments more productive.  These tests are now part of standard recruiting practice for many branches of the government and military and many Fortune 500 companies.

Personality testing has many uses for employers, here are the top seven:

1. Get the real picture on job candidates. It can be hard to uncover information on job candidates who always put their best foot forward during an interview. Personality test uncover a great deal about a person’s ability to work well with other personalities, their problem-solving skills, their thought processes, and their ability to tolerate stress. The objective information you get can help you make an informed decision about a candidate.

2. Pinpoint a candidate’s skills. Each employee has strengths and weaknesses. Personality tests help you uncover those with objectivity. Once you pinpoint the good and the bad, you can coach an employee to see measureable improvement.

3. Learn to manage difficult people. Face it, there will always be difficult people and flare-ups on the job. Personality assessments help to diagnose potential sources of workplace conflict. The best way to deal with a problem is to prevent it.

4. Get everybody to play nice. Sales, marketing, operations and financial people have to interact to make the company run smoothly. Many employees get frustrated with co-workers and wonder why everyone doesn’t act like them. Through the use of personality profiles, managers can coach employees how to interact better with peers.

5.  Make managers better leaders. When managers understand what makes their people tick, they become better leaders. Knowing personality traits can help to better motivate teams, communicate change and delegate authority.

6. Pick better teams. Today much work is done by ad hoc teams that come together for a specific purpose. Before you assemble a team, it pays to know the strengths and weaknesses of the team members. Sometimes this can be the difference between a productive team that gets the job done and one that pulls apart at the seams.

7. Set up employees for success. Sometimes we hire the right employee and put them in the wrong job.  Understanding preferred work styles and where a person would be happiest goes a long way to improving retention and productivity.

For more information on personality testing, you can see my book Cracking the Personality Code which explains what managers and business owners need to know about hiring and managing employees with the help of personality testing.

Vistage member and speaker Daniel “Dana” Borowka helps organizations in raising the hiring bar by using work style and in-depth personality assessments. Dana a partner of Lighthouse Consulting Services, LLC. Dana can be reached at dana@lighthouseconsulting.com.

Leadership, Something to Think About

As the flu season begins in the U.S., businesses are looking for ways to protect their employees and ensure continued productivity. Below are 10 tips from the U.S. Center for Disease Control (CDC) that you can use to help protect the health of your employees.

1. Develop policies that encourage ill workers to stay at home without fear of any reprisals.

2. Develop other flexible policies to allow workers to telework (if feasible) and create other leave policies to allow workers to stay home to care for sick family members or care for children if schools close.

3. Provide resources and a work environment that promotes personal hygiene. For example, provide tissues, no-touch trash cans, hand soap, hand sanitizer, disinfectants and disposable towels for workers to clean their work surfaces.

4. Provide education and training materials in an easy-to- understand format and in the appropriate language and literacy level for all employees. See www.cdc.gov/h1n1flu/business.

5. Instruct employees who are well, but who have an ill family member at home with the flu, that they can go to work as usual. These employees should monitor their health every day, and notify their supervisor and stay home if they become ill. Employees who have a certain underlying medical condition or who are pregnant should promptly call their health care provider for advice if they become ill.

6. Encourage workers to obtain a seasonal influenza vaccine, if it is appropriate for them according to CDC recommendations (http://www.cdc.gov/flu/protect/keyfacts.htm). This helps to prevent illness from seasonal influenza strains that may circulate at the same time as the 2009 H1N1 flu.

7. Encourage employees to get the 2009 H1N1 vaccine when it becomes available if they are in a priority group according to CDC recommendations. For information on groups recommended for seasonal and H1N1 vaccines, please see www.flu.gov. Consider granting employees time off from work to get vaccinated when the vaccine is available in your community.

8. Provide workers with up-to-date information on influenza risk factors, protective behaviors, and instruction on proper behaviors (for example, cough etiquette; avoid touching eyes, nose and mouth; and hand hygiene).

9. Plan to implement practices to minimize face-to-face contact between workers if advised by the local health department. Consider the use of such strategies as extended use of e-mail, websites and teleconferences, encouraging flexible work arrangements (for example, telecommuting or flexible work hours) to reduce the number of workers who must be at the work site at the same time or in one specific location.

10. If an employee does become sick while at work, place the employee in a separate room or area until they can go home, away from other workers. If the employee needs to go into a common area prior to leaving, he or she should cover coughs/sneezes with a tissue or wear a facemask if available and tolerable. Ask the employee to go home as soon as possible.

How to Prevent Getting or Spreading the Flu

Encourage your employees to protect their own health and the health of those around them with these tips:

1. Stay home if you are sick with influenza-like symptoms such as fever or chills AND cough or sore throat. In addition, symptoms of flu can include runny nose, body aches, headache, tiredness, diarrhea, or vomiting. CDC recommends that sick workers stay home if they are ill with influenza-like illness until at least 24 hours after they are free of fever (100° F [37.8° C] or greater) or signs of a fever without the use of fever-reducing medications. This would require employees to stay home for 3 to 5 days in most cases. CDC recommends this time period away from work regardless of whether or not antiviral medications are used.

2. Wash your hands frequently with soap and water for 20 seconds or use an alcohol-based hand sanitizer if soap and water are not available.

3. Avoid close contact with sick people.

4. Avoid touching your nose, mouth and eyes.

5. Cover your coughs and sneezes with a tissue, or cough and sneeze into your upper sleeve. Dispose of tissues in no-touch trash receptacles.

6. Wash your hands or use an alcohol-based hand sanitizer after coughing, sneezing, or blowing your nose.

7. Keep frequently touched common surfaces clean, such as telephones, computer equipment, etc.

8. Try not to use other workers’ phones, desks, offices, or other work tools and equipment. If necessary, consider cleaning them first with a disinfectant.

9. Maintain a healthy lifestyle; attention to rest, diet, exercise, and relaxation helps maintain physical and emotional health.

For more information see the Vistage article How to Protect Yourself and Your Employees from H1N1 Flu or the CDC article 2009 H1N1 Flu (Swine Flu) and You.

Something to Think About