Turnkey assessment programs for prescreen or postscreen; weed out time wasters; interview like a pro.
Labeling people might be interesting but we provide proven tools for you to fix productivity-lowering problems.
Next-generation content delivery programs virtually eliminate errors and build maximum proficiency.
Research drives what we do. Review the latest in sales and service scientific inquiry.Headlines
Guaranteed Results: No Different Than Weight Loss
We get bombarded these days with infomercials about guaranteed weight loss. The reality is they are all true — but there is fine print. The fine print is that you have to exhibit the same exact behaviors no matter what program you engage in. You have to exercise and you have to eat well. At its core you have to burn more calories than you take in. If you follow that, you will lose weight. We all have the potential to follow these rules and enjoy the results. The reality is many people who sign up for these programs fail, but the few who do follow the rules get to enjoy the results.
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Financial Services Terminations
Dr. David K. Barnett & Dr. Michael D. Barnett
Latest study of 184 terminations from financial services company reveals pre-hire behavior patterns of those terminated for misconduct as well as unsatisfactory sales performance. Strong validation of Level 1 scales.
The Elusive Gem – Why it Matters To Call Center Management
By Matthew R. Robinson
Last weekend I was walking along the beach in Rye, NH with my youngest son Nicholas. It wasn’t long before he said, “Dad, I want to find a gem to take home.” Anyone familiar with beaches in New Hampshire knows the shorelines are filled with rocks of all sizes. Over the course of a half hour we conducted a search following these steps: I’d find a cool little rock and submit it to Nicholas for his approval. He’d say, “Dad, that’s not a gem it’s just a little rock!” The cycle continued, I’d identify a rock that stuck out as being different and cool in my mind and pass it along to Nicholas for approval. I searched and searched, but had no luck. Each time I submitted a unique rock for approval, I heard: “Dad, that’s just a rock. We are looking for a gem.” Now, I’m familiar with what gem means to my wife, but deciphering the meaning of the word “gem” to an 8 year old turned out to be far more elusive. Then I found it! I’m not a geologist, and my description is probably completely inaccurate, but I believe my winning submission had quartz with some small black pebbles of some sort mixed in. I finally had it! This time my rock met his approval and he said, “Dad, that’s AWESOME! Isn’t it sick?! I’m taking that one home with us.” My little rock (a gem in his eyes), stayed with Nicholas the entire weekend and is on display in our house today.
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Behaviors and Personality in the PsyMetrics Global Universe
Dr. David K. Barnett & Dr. Michael D. Barnett
What is the relationship between job behaviors and personality? Why do many sales personality tests seem to offer little value in changing individuals or organizations? As a performance management company, PsyMetrics Global studies the relationship between what people are and what people do.
Businesses have used personality assessments since the 1920s to help unlock individual productivity. Many sales personality tests on the market today are based on research done over forty years ago. Unless your employees are selling consumer products door-to-door as reps did for much of the 20th century, most of those tests are simply inadequate. They are outdated and typically do not work well developmentally because by the time a person enters the work force basic orientations of personality are essentially hard-wired into the individual. Another problem was that managers were not trained psychologists. Researchers may know the meaning of “drive” and “ego strength,” but these attributes tend to be difficult to quantify and manage in industrial/organizational (I/O) settings.
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Comparison of Top & Bottom Ranked Financial Services Salespeople In a National Call Center
Dr. David K. Barnett & Dr. Michael D. Barnett
What differentiates the very top and very bottom-ranked salespeople in a national call center for a major U.S. financial services company? SalesKey® scores of the top 1% of salespeople were compared with scores from those of the lowest 1%. Productivity is defined by assets brought under management.
The study is limited by the small sample size (N=27). Results may not generalize to the broader population.
Kolmogorov-Smirnov test confirmed that data conform to a normal distribution. Independent Samples T-Test showed that four scales strongly differentiated top and bottom performers in the sample (p< .05). The four measures are: Sales Initiative, Sales Aptitude, Telephone, and UpMarket.
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Who are we?
PsyMetrics Global is a recognized leader in performance management for sales and service organizations. Based on the research of Dr. David Barnett, PsyMetrics Global has created behavior-based assessments, innovative training, and customized tracking tools that are used around the world to improve productivity, reduce turnover, and prepare individuals for success.
How we work?
PsyMetrics Global consults with you about your unique opportunities and challenges. We begin by assessing your current organization to determine behaviors that differentiate peak performers from mediocre and poor ones. Next, we evaluate your current selection process, compensation programs, and new hire training to align with peak performance metrics. We get senior level partners bought in and train managers in spotting productivity problems and coaching performance.
