People Analyzer: The “Time Slasher” to hire and retire.

Author

Luqman Shantal
March 08, 2024

Welcome back to the Business Builder newsletter. We're continuing the EOS series, and in today's issue, I'll share my experience with implementing the People Analyzer in my business.

Estimated read time: 3 minutes.

Company Core Values: Expect Nothing Less

The goal is to get the right people in the right seats, but how do you even know who the right people are?

The process starts with your core values. You've identified core values for a reason: they define your company's way of doing things.

They should define the behaviors and “fit” people are expected to have – this is what drives a culture by design. Aligning your team with these values is crucial for building an effective, unified company culture.

It's the leader's job to define them clearly, repeat them constantly, and above all, live as an example.

Assessing Your Team With The People Analyzer

The EOS People Analyzer is an important tool for evaluating team alignment with your core values through a simple +'s and -'s grading system. At my company, we also include a = mark for partial alignment.

The standard is that a person must align with at least three out of five core values or with two and show a moderate = alignment for a third if only three core values exist.

If they fail to meet this bar, they shouldn’t be hired into your company.

The way you implement this in practice is by setting a team meeting, where each member rates both themselves and all the other members, while also being evaluated by their supervisors and managers.

In the pictures below, you see how this is used in Makman:

Everybody writes down each other’s names and evaluates how well they fit the company’s values.

We have 3 core values, which means everyone must show full alignment (+) with at least two and show partial alignment (+/-) with the third.

As you can see, not everyone is meeting the bar currently.

Managers need to have a conversation with team members who are currently failing to meet the bar and follow the 3-strikes system with them.

If they exhibit the values and meet the bar moving forward, they stay in the company. However, those who keep failing to meet the bar should be let go.

When you get everyone meeting the bar, you’ll know that you’re creating the company culture you want, with great team chemistry.

I’ll keep sharing the EOS method as we continue the series. Next week’s focus will be on the GWC tool.

Stay tuned.