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People are hired for a reason: to contribute positively to an organization so that it can continue to run smoothly. Every person in a company pulls a certain amount of weight, and is responsible for delivering results. The most effective employees have the ability to maintain a high level of commitment and reliance so that getting things done at work comes second nature.

Delivering Results is a competency model that helps shed light on an employee’s need to assume personal responsibility for achieving positive outcomes and work effectively with little direction. The extent to which a person feels the need to be self-reliant and take initiative to complete tasks could easily be the deciding factor on how long that person stays with your company.

delivering results

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

Our Assess Personality survey measures innate traits that impact how a person handles deadlines and whether or not they’re able to maintain a personal level of commitment to delivering positive results consistently. Over three decades of research and validation have shown that there are five main traits that affect a person’s ability to deliver desirable results.

  1. Work Pace

    If an employee prefers an unhurried and more relaxed work pace, they may fall behind on tasks that need to happen at a quicker rate. Do you find your employees having difficulty meeting deadlines? If so, you may be dealing with employees who prefer a slow work pace.

    People who fall on the low end of this scale often find it harder to uphold effectiveness while working at a faster pace, and may become overwhelmed if there is a time crunch on projects. If a person who prefers a slower work pace is in a position that requires quick and immediate action, it could directly affect their frustration tolerance and their ability to complete assigned duties.

    The high end of Work Pace includes employees who prefer a more vigorous work schedule. They show high amounts of stamina and produce a high level of work output. These employees tend to complete tasks by or before their deadlines, and often remain unaffected by the stresses of falling behind on the job.

  2. Self-Reliance

    Employees who consistently deliver results are often those who take initiative as opposed to waiting on others for support. The tendency to be self-reliant is an asset that shouldn’t be taken for granted, and should actively be sought after.

    If a person lands on the low end of this scale, it means that they more often than not rely on others for assistance. These employees are great at activities requiring teamwork and sharing responsibility, but may depend on this type of community work style to be effective. In the low range, employees may be unsure of themselves to the point that they may not be able to make decisions alone.

    The opposite side of this scale represents people who are seen as self-sufficient and are often the same people who take initiative. These employees won’t need as much support or assistance as those who fall on the low end. If a person has high self-reliance, it means they are confident enough in their decisions to perform independently and remain effective and successful.

  3. Need for Task Closure

    This scale measures how strong of a need a person has to finish what they start. If an employee doesn’t feel the need to finish jobs, chances are they won’t be the best at delivering results.

    A person who falls on the low end of this scale is comfortable changing focus and leaving projects incomplete. Because employees seen here place less importance on finishing what they begin, they’re likely to be more forgiving when others don’t finish tasks on time. These employees are more comfortable leaving projects open-ended in case of a priority change, but this trait may be their usual working style.

    Having the need for task closure is a critical trait to search for in employees because it directly affects their motivation to persist through projects to completion. If employees fall on the high end of this scale, they’re likely to consistently deliver finished and quality results for all tasks and projects they begin. They often have a natural need to finish what they begin, making them a more reliable choice when hiring.

  4. Realistic

    Delivering results means following through on an attainable goal so that operations can continue to improve and run smoothly. If a goal isn’t realistic, it’s probably not attainable. This scale deals with a person’s tendency to take a practical approach as opposed to a wishful or imaginative approach in situations.

    The left side of this scale’s spectrum represents people who are imaginative and innovative. These employees are seen as creative and are generally good at generating ideas and possibilities. However, this quality has the potential to hinder a person’s ability to think practically and approach projects in a sensible and immediate way.

    Employees who land on the right side of this scale are predicted to be more likely than others to take a quick and sensible approach to solving a problem or completing a project. If there is an effective and practical way to accomplish something, these people prefer to take that route. They tend to not seek out new ways of carrying out an action unless it is immediate and more efficient than how they already perform. These characteristics positively impact employees who consistently deliver results.

  5. Frustration Tolerance

    Whether it’s a major project or a daily duty, all employees are responsible for adhering to some sort of deadline. Dealing with multiple or speedy due dates can be frustrating and make some people feel overwhelmed and burned out. This scale helps in deciphering whether or not a person can maintain productivity while under pressure.

    If a candidate falls on the low end of Frustration Tolerance, it’s because they show signs of having difficulty recovering from setbacks in plans. People here are hypersensitive to changes and unexpected outcomes, making them more prone to worrying or becoming flustered than others.

    Conversely, when a person lands on the higher end of this scale, it means that they’re typically resilient and seldom worry when they have a lot on their plate at once. They’re able to keep a level head when dealing with multiple tasks and deadlines at a time, and persist so that the duties which they’re responsible for are carried out.

Since the Delivering Results competency gives predictable insight in how a person handles tasks and all of the included responsibilities and stresses, these five scales help decide whether or not that person is the right fit for your company’s position. With both time and money invested in your employees, knowing whether or not a person pulls their own weight and makes a meaningful impact in their position is the difference between hiring right and hiring with regret.

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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