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Planning & Organizing

At work, employees have multiple responsibilities and projects, all which have due dates and different levels of priority. The ability to look at these tasks and decide what needs to happen so that everything is completed in a timely and manageable way is imperative.

Planning and Organizing is a competency that keeps employees from becoming overwhelmed, missing deadlines, and performing tasks that may result in an unreachable goal.

Competency scales

The group of scales that make up a competency are shown visually in an assessment as a competency model. Colors indicate whether or not a candidate falls in a preferred range for each scale.

Our Assess personality survey measures innate characteristics that affect how an employee plans out and organizes their workload so that they can achieve maximum output and be as effective as possible. Over thirty years of experience and research have shown that there are four main attributes that play into a person’s ability for Planning and Organizing.

  1. Structured

    Roles at work require more than one responsibility, and with those responsibilities come competing deadlines. Using a logical and systematic approach in planning which tasks to complete first and which are lower in priority helps employees stay efficient and focused in their day-to-day work.

    People who score on the low end of this scale tend to perform tasks in a freeform manner. They don’t let themselves worry about obstacles until they arise and are usually effective at reaching conclusions in a quick and direct way. But, these people may not feel the need to take a step-by-step approach when solving problems or considering deadlines, which could cause inefficient approaches to planning out tasks that need to be completed.

    The high end of this scale encompasses people who take a step-by-step approach to completing projects. These people enjoy doing things in a structured way and typically plan things in advance to gauge how to manage their time and prioritize objectives. Employees who land in the high range for Structured usually have well organized thought processes and achieve goals in a systematic way.

  2. Realistic

    Taking a practical approach when planning and organizing helps to prevent objectives from becoming unrealistic and unattainable. Are employees in your organization falling short when they set out on a big project? It could be because their goal was too idealistic.

    When people score on the left side of Realistic, it means they tend to think in wishful and imaginative terms. These people are seen as dreamers who are great at generating ideas and possibilities. Unfortunately, ideas and possibilities aren’t always reachable and are often idealistic, making them much more difficult to produce.

    The further someone lands to the right of this scale, the more likely they are to approach planning in a practical way. This means that they tend to be more outcome-oriented rather than possibilities-oriented. Employees who are highly realistic focus attention on immediate objectives and use common sense to solve problems and achieve goals.

  3. Work Organization

    This scale deals with a person’s tendency to schedule, plan, and arrange tasks in a way that makes sense. When employees have high work organization, they’re more likely to be effective at this competency.

    On the low end of this scale, people are unlikely to spend time planning and organizing their objectives and are seen as flexible. These employees do not spend a lot of time or energy staying organized and may not be able to keep tabs on their full workload. They may have a habit of starting projects without a fully baked idea of the process they should follow to be successful.

    Employees who prefer a more orderly approach to work fall on the high end of Work Organization. Here, people tend to plan out a project before starting it, helping to gauge how long the project takes and what all needs to be done to achieve the right outcome. A common behavior for these employees is scheduling work ahead of time so that they know exactly what to work on and ensure deadlines are met.

  4. Multi-Tasking

    This scale helps give insight into whether or not a person is comfortable handling multiple projects at once as opposed to focusing on one thing at a time. If you notice employees in your company feeling stressed or flustered when working on different tasks at once, they may be uncomfortable doing so and in turn, become less effective.

    The low end of Multi-Tasking represents people who prefer to work on one thing at a time and are effective at tasks that may be repetitive and routine in nature. These people gravitate toward stable and predictable work settings because that’s where they’ll be the most comfortable. For roles that require an employee to work on multiple things at once, these people may become frustrated if there are too many distractions, and are likely to be less flexible when changes in a plan occur.

    The opposite end of this scale is where people fall if they enjoy working on a variety of tasks at once. These employees thrive in environments where they handle multiple demands at once, and are less likely to become overwhelmed when their plate is full. People who like this type of working style tend to plan out and organize their schedule so that all of their tasks can be completed on time and with the least amount of stress to them.

    To the extreme, these employees may become easily disinterested in projects if they are repetitive and mundane. They may not always follow through on routine tasks to completion, since they don’t prefer doing the same things over and over again.

Because these four scales give insight into how a person plans out objectives and organizes their day-to-day work structure, it helps to know what to expect from a candidate or employee when they score in a particular range. These competencies help give more consistency and structure to the hiring process, and when employees are being developed, these competencies show you where strengths and weakness lie, making the process more effective.

To learn more about using competency models to predict success, download our Competency Spotlight eBooks for Corporate Managers, Retail Managers, or Restaurant Managers.

The Competency Spotlight series focuses on the personality traits measured by OutMatch assessments, and how these traits impact performance. No one measure can say with 100% accuracy how an employee will behave, but considering these competencies can help you identify candidates that are ‘prewired’ to be successful in a particular job type.

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