ORS’ leadership development programme, facilitated by behavioural insight from the Thomas assessments, has been transformative for the business. ORS’ cultural maturity has yielded multiple commercial benefits and been a catalyst of the company’s growth. Initially, it was a hard sell to motivate the team leads to devote multiple hours a month to something non-task related. Luke explains, “You want everyone in a company working as hard as possible, but there are major morale issues with ignoring employee engagement. By giving employees something ‘outside the box’ to work on, you get ten times your investment back in their appreciation. It really is a motivator.” With just 27% of the Irish workforce (Robert Walters) and 9% of the overall UK workforce (Gallup) engaged at work, that’s no small achievement.
In addition to its commercial and motivational benefits, the company’s pioneering approach to developing and engaging its workforce has gained external recognition, as Rachel reflects: “Our Best Place to Work recognition is a continuous journey of improvement. As we proudly secured a spot in the top ten companies to work for in the 2023 Best Place to Work in Ireland rankings, our year-on-year progress serves as a testament to our unwavering commitment towards creating a workplace culture that fosters growth, innovation and prioritises employee wellbeing. Our journey towards excellence continues, and we remain dedicated to raising the bar higher with each passing year. We have no doubt that working with Thomas International has contributed to us achieving the Best Place to Work recognition by providing insights into employee strengths and areas of improvement, along with helping us tailor our development programmes for a more engaged workforce.”
Psychometrics have also increased the visibility of behavioural competencies within the business, which are proven to correlate more strongly with professional success than prior experience, even in technical roles (Furnham). “Team leads are often focused on hiring candidates who are technically strong, but those individuals may not always compliment the team dynamics”, says Rachel. “DISC provides the team leads with greater self-awareness and insight into the profiles they have within the team, which helps to determine the degree of alignment between the candidate and the role. That’s a tangible value-add, because there is a huge cost to hiring someone who you then have to exit within a few months and find someone else. That has been a big saving for us. The other thing that DISC has opened our eyes to is the fact that everyone doesn’t have to be strong in every area. We now hire for skills and behaviours that complement the team, and allocate tasks based on individuals’ natural strengths. This is 100% contributing to our growth as a business.”