How a DISC Assessment Helped Re-Motivate Two Capable Employees

How a DISC Assessment Helped Re-Motivate Two Capable Employees

Clients often remind us of the many valuable ways a DISC assessment employee motivation strategy can be applied within an organisation. Extended DISC® Behavioural Analysis Reports offer insights that many businesses have not previously considered, especially when it comes to understanding what motivates employees and how to align roles with natural behavioural strengths.

In early December, we were contacted by a human resources consultant who had recently switched to Extended DISC®. He had used another DISC-based system for many years but was impressed by Extended DISC® and its ability to customise reports from more than 1,500 competencies.

Because his client had not been using Extended DISC® during recruitment, staff selection had not always aligned with behavioural strengths. As a result, two executives in key roles were not performing as expected, and the consultant was brought in to evaluate the situation.

Using Extended DISC® to Understand the Management Team

To gain clarity, the consultant asked each member of the management team to complete the online questionnaire. Once the Behavioural Analysis Reports were generated, he discovered something unexpected.

Two executives were working in roles that did not match their natural behavioural style. This left them operating outside their comfort zone and using more energy than necessary. Their natural strengths were also not being used effectively.

These executives held the roles of Sales Manager and General Manager.

When Promotion Creates Misalignment

Identifying and Addressing Stress Through FinxS Reporting

Another factor that impressed the consultant was the way FinxS Reports can be customised to include competencies related to stress.

The Sales Manager showed uncertainty about his role, but not a high level of stress. The General Manager, however, displayed several signs of stress. The FinxS competencies helped the consultant identify the likely causes of the stress, recognise the indicators of stress, and develop strategies to alleviate it.

A New Approach to Hiring and Promotion

The consultant later contacted us to share that his client had decided to use Extended DISC® for all future senior recruitment and promotion decisions. Understanding both the unconscious natural style, known as Profile II, and the adjusted conscious style, known as Profile I, provided a level of insight that their previous assessment tools did not offer.

Their old reports only reflected the adjusted style and did not allow for comparison between the natural and conscious styles.

Restructuring Roles to Retain Talent

Based on the findings, the consultant recommended updating both job descriptions and restructuring each role to better align with the executives’ strengths. He believes that both individuals would have eventually left the organisation if these changes had not been made.

The Cost of Misaligned Promotions

This case illustrates a common challenge. Many organisations promote individuals into positions that do not match their behavioural style simply because they performed well in a different role. The result is often reduced motivation, increased pressure, and a higher risk of losing valuable, experienced team members.

When behavioural style is properly understood and considered, organisations can place people in roles where they naturally excel, which helps improve motivation and reduce turnover risk.