Q&A with Marty Ramseck: Transforming Talent Management in Senior Living
Interviewer: Next Best Home has the privilege of speaking with Marty Ramseck, a seasoned professional with a diverse background in senior living. Marty has held various senior positions, including Sales Director and Sales Management roles. A quarter of Marty’s accounts are in the senior living industry, and he’s known as a “Talent Optimizer,” someone who is changing the way people and companies think about talent.
We are excited to share insights into how Predictive Index and talent optimization can positively impact the senior living sector.
Q1: Staffing shortages and low caregiver ratios are hot topics. How does incorporating Predictive Index help with retention?
Marty Ramseck: Indeed, staffing challenges are pressing concerns in senior living. The problem often lies in organizations playing not to lose, rather than strategically aiming to win. By incorporating Predictive Index into their hiring strategy, organizations can identify the types of employees they’ve been able to retain successfully, leading to higher employee performance, lower turnover of top performers, less time spent on HR-related issues, and increased strategic success rates.
Q2: So, if you can identify the behavior patterns of those retained employees, you can make better decisions on hires?
Marty Ramseck: Absolutely. The results within the Predictive Index range show the substantial benefits organizations can expect after implementation.
- 34% higher employee performance.
- 30% lower turnover of top performers.
- 31% less time spent on HR-related issues.
- 16% higher strategic success rates.
Click here to check stats on Predictive Index: https://www.pimidlantic.com/
Q3: It is in an organization’s best interest to foster engagement. Can you give us insight into organizations and engagement?
Marty Ramseck: This managerial philosophy is strongly supported by data. Predictive Index conducted a survey of over 5,000 professionals to understand the behaviors of effective and ineffective managers. Among the most common traits of ineffective managers were:
- 58% didn’t communicate clear expectations.
- 57% percent played favorites.
- 55% percent didn’t show concern for career and personal development.
Q4: Thank you for the insight. So, how do we achieve better engagement in organizations?
Marty Ramseck: The first step is for an organization to create self-awareness about where they may be lacking in engagement. Getting a sense of how the retained and more consistent employees behave provides a roadmap for improving engagement and informs your hiring strategy.
Q5: What’s the next step for organizations struggling with staffing shortages and high turnover?
Marty Ramseck: The first step is looking inward, and a valuable tool for this is Predictive Index. I’d like to offer a link to an assessment that takes about 5-10 minutes. It’s a great starting point for gaining transparency and understanding where to begin addressing the challenges you’re facing.
Click here for a link to Predictive Index Assessment