Product Features

PeopleBest Offers Team Comparison Report

PeopleBest Offers Team Comparison Report

Today’s teams are more diverse, dispersed, digital and dynamic. This creates a growing imperative to move information and energy through the organization and reduce friction that slows progress. How do leaders build trust and attentiveness in their teams on what matters? How can the team stay ‘on point’ during strategic shifts?

These questions and more are on the minds of organization leaders. We take the challenge of equipping leaders seriously. In times of rapid change and dispersed work, real-time insights are imperative. The PeopleBest Team Comparison report addresses these questions and more by bringing behavior intelligence so that managers can plan and decide their best moves. This simple yet in depth view can even help the leader assign reps to the type of clients they are best suited to serve.

Take a recent sales organization client who was tasked with increasing the number of signed contracts from small to large-scale accounts.  Management wanted to understand how to optimize productivity and personalize their approach to coach and mentor individuals. We reviewed diverse styles of team members in areas such as engagement, workstyle and interpersonal.  The engagement quadrant view showed the ‘ideal range’ in light blue and plotted individuals on the graph.  We discovered that some team members worked best with structure and defined processes. Others were highly responsive and their effort were “all-in”. There are advantages and disadvantages to both groups but now the managers were able to personalize training, coaching and feedback to optimize future performance.

We also looked at a comparative view of key sales competency strengths which showed who needed training on areas such as presentations skills, negotiating and closing the sales process.  It also identified team members that excel in those areas so they could provide real-time mentoring of peers.

Every business leader wants skilled and capable team members — that goal is a given. But managers must be able to unify the diversity of talent around common goals by providing clarity on responsibilities and expectations. The Team Comparative reveals differences in motivators and workstyles and can facilitate assigning small teams to solve problems, with individuals that complement one another and collectively will build a better solution.

Tech Specs:

Individuals take the PeopleBest assessment. The results are aggregated and the output creates a comparison in several key areas such as styles, competencies, traits and mindset. All of these elements create the story on how to grow and leverage your team’s performance. This output is reviewed with all team members who engage in ideas that will increase their effectiveness.

Content Summary:

Whatever your business challenges are, the ability to see your team’s strengths and opportunities side by side will bring clarity and give you the ability to leverage people’s capabilities and diversity to achieve new levels of success.  Managers learn how to have more effective one-on-one sessions which will lift performance of the entire team. Contact PeopleBest today and schedule a team comparison assessment.


Do you get me? Why it’s essential to understand your team.

I know you can name them. I know you can recite their titles. I know you’ve got a general idea of whether they’re a superstar or a headache. But that’s not really what I’m asking — I want to know if you actually get them.

In this era of employment, workers have all the power. Employees can walk away from gigs that disappoint and find a job that truly thrills them. You want to be that thrilling employer. That’s a tall order because thrilling requires more than a good salary, a choice benefits package and the requisite perks of modern employment.

You’ve got to wow. And to wow your workers, you’ve got to really get them.

Knowledge vs. knowing

Think of your team. Sally, she’s from New Mexico and has a degree in engineering from some university in Texas. And Dominic hails from Alaska and started his career in the military, though you forget which branch. Hugo is an interesting character — he spent the first 10 years of his work life abroad in Europe, if you remember correctly, but came here to… what was it exactly?

You can know a few facts about your workers to show that you paid a little attention during their interview and first-day-at-the-company lunch. But none of this information will help you discover who your workers are, why they show up to work and what type of person they want to become.

Take Sally, for instance: She is the first woman in her family to earn a degree in the STEM field, which is why she’s so proud that she attended Texas Tech. She’s got her eyes on a promotion to lead engineer to show her 10-year-old daughter what’s possible. She needs some additional training to get her ready, but the opportunity would only motivate her more.

What could you discover about Dominic and Hugo that would uncover their motivation and ambition?

Dig deeper

Employees’ stories will help you discover so much about what makes them tick. But their background may not give you all the information you need to help them succeed.

Behavior data will help decode human stories and reveal the path forward. You may want to help Sally work toward her promotion, but you need to know the strengths that will help her get there and the weaknesses that may hold her back.

Behavior data will provide the roadmap to Sally’s promotion. Sally scores high in learning — she’s ready to take on any challenge so long as she has the information she needs. She scores low in sociability, however, which explains why she wants a promotion that demands more technical skills over leadership capabilities.

Connect the dots

Current research is reporting that workers are facing a deep sense of loneliness as the pandemic drags on and remote work, hampered social gatherings and short-term quarantines continue. Workers crave connection — don’t be afraid to give it to them. As you learn about them, pair your growing knowledge with the hard data that will help you understand how they are wired to learn and grow.

To find out how PeopleBest can unlock the potential of your team, book a demo and set up a time to chat with one of our specialists.
PeopleBest is a revolutionary, simple and powerful way to capture the exact ‘DNA of success’ inside people, teams and companies


PeopleBest Launches Self-Awareness Competency to Bolster Emotional Intelligence of Leaders and Professionals

Self-awareness is the cornerstone to emotional intelligence. To be strong in self-awareness is to be able to adjust one’s thinking and strategy based on a situation. Some experts believe that being self-aware is the meta-skill of the 21st century. It allows workers to course correct, influence, befriend and lead.

The pandemic introduced employment trends that make self-awareness a premium. Considering labor shortages, remote work and automation, employers need to be able to count on employees who know their strengths — and their weaknesses.

Tech specs

Individuals take the PeopleBest assessment by responding to a series of statements. The assessment gathers natural and situational responses in 29 Behaviour Traits.

This feature provides a roadmap for advancement by highlighting gaps that can be closed through coaching and development.

The pace of change and momentum in organizations can be daunting. Keen self-awareness is an essential quality to improve your success. This assessment measures whether your ability to self assess bolsters your collaboration, relationship building, influence and productivity. Sign up today to discover your capacity for self-awareness.

To find out how PeopleBest can help you and your team, book a demo and set up a time to chat with one of our specialists.

PeopleBest is a revolutionary, simple and powerful way to look at what makes success happen inside people, teams and companies.