Economics/Business

Behavioral management definition/importance/challenges/tools

Behavioral management places the employee as the company’s focus, perceiving the individual and encouraging the development of skills and talents already present. With this, it values ​​the employee and increases business results. Behavioral management definition

The business market has changed a lot in recent years and this is a reflection of the change in the mentality of professionals and entrepreneurs. 

And, in the face of this, behavioral management comes as a way to better deal with so many challenges. 

The main change brought about by behavioral management is the company’s focus , which starts to pay greater attention to the development of skills and employee motivation, as well as promoting a healthy and motivating work environment

The HR sector is responsible for this change in positioning , taking responsibility for the well-being of professionals and eliminating part of the bureaucratic processes that were part of the routine. 

What is behavioral management?

Behavioral management is a management method widely used in recent years whose main objective is to understand the behavior of the organization’s employees and make the most of their abilities. 

This management method has a more strategic approach and can be used by all segments of the company to develop more productive and high-performance teams. Behavioral management definition

Behavioral management considers behavioral factors in several important processes, and in this way manages to align each profile with the ideal position, hiring the right professionals and reducing failures and rework.   

How did the behavioral management method come about?

In 1950, two scholars, Maslow and Herzberg, created behavioral management based on theories of motivation, goals, and human behavior. 

Since then, it has been applied in companies to improve the quality of life at work and has generated excellent results in the organizational environment. 

The methodology of behavioral management is directly related to psychology. The main idea is to identify patterns of behavior and put people in the right places and roles, increasing individual satisfaction and reducing turnover . 

The importance of behavioral management

Unsurprisingly, each person has different personalities and experiences, as well as abilities. Thus, managing all these characteristics is not an easy task. Behavioral management definition

But it can be less complex when the HR sector knows the profile of each hired professional. 

Thus, it is possible to identify possible reactions, discover the best ways to develop the skills needed for each role and also make the best use of existing talents.

The idea is that each person is able to use their talents , that is, their natural abilities, to carry out their activities with the least possible effort. 

Another favorable factor of behavioral management is the increase in employee job satisfaction. 

survey carried out by the Locomotiva Institute, in 2017, raised an alarming data. About 56% of professionals hired with a formal contract felt dissatisfied with their job. 

And the consequences of this lack of motivation can be numerous for companies, including low productivity and an increase in the turnover of professionals , which also generates an increase in costs. 

Behavioral management is the solution to these problems, because through it the company is able to focus on the development of human capital, promoting training and improvement programs that increase the engagement and well-being of the team. Behavioral management definition

The benefits of behavioral management

The main benefit of adopting the behavioral management methodology is the improvement in the organizational climate and greater alignment between professionals and the organizational culture and the company’s values. 

Valuing human capital is another important benefit of organizational management. 

When the company understands the profile of each employee, it is possible to plan actions, build more assertive career plans, according to the objectives of each professional. 

Another important benefit is making the recruitment and selection process easier . 

Did you know that, generally, layoffs are decided because of people’s behavior, not a lack of technical skills? 

This happens, in most cases, because the selection process values ​​the candidate’s technical rather than behavioral qualities. 

And this failure entails high costs of dismissal and hiring new employees , in addition to compromising the proper functioning of the sectors. 

It is important to map the ideal profile for each vacancy and identify which skills are essential in candidates. 

Through behavioral tests, applied in behavioral management, it is possible to select candidates most aligned with the company’s objectives and the needs of the vacancy. 

Retaining talent and increasing productivity are two other important benefits of behavioral management and stem from the same issue: when employees feel valued, they strive to do their best in their roles and do not want to seek offers from other companies. Behavioral management definition

What is a behavioral profile assessment?

The behavioral profile assessment is a thorough analysis carried out by the recruiter and the HR manager, on the way of acting, thinking, attitudes and behaviors of a person. 

This tool can be applied in several areas, but in companies it is very efficient and important in the recruitment and selection processes, as well as in the development of employees’ skills to identify the behavior profile of the professionals who make up a team. 

The behavioral profile can be understood as a set of characteristics of a person that determines the way an individual thinks and acts . 

Some skills are more suitable for certain positions and functions and identifying this makes it easier to adapt to the roles. 

One of the main ways of tracing the behavioral profile of people is through the DISC methodology . It defines different behavior factors: Dominance , Influence , and Stability and Conformity . 

All people have some level of each of these factors, and the combination of them forms the pattern of behavior. 

What are the main behavior profiles?

Knowing behavior profiles is essential to correctly apply behavioral assessments. 

They indicate a tendency in a person’s behavior and can help prevent problems and find better ways to deal with the individual. See the main behavior profiles.

Communicator

As the name implies, this profile has great communicative ability and is easy to establish new connections with other people . 

It excels at promoting united and engaged groups and is more comfortable with teaching or mentoring roles. 

On the other hand, he does not like to receive negative reviews and is quite vain. Often has difficulty meeting deadlines. Likes to stay close to immediate management. Behavioral management definition

executor

This profile is very competitive and strong , provoking a sense of admiration and motivation in those around it. 

They are people in constant search for improvement and very proactive, becoming great leaders. 

Executors have difficulty dealing with more dispersed and slower profiles. Lack of patience and rash attitudes can harm your team management. 

Planner

These are people who like to be predictable . They are averse to sudden changes, feeling uncomfortable and reducing productivity. 

These professionals should avoid occupying very dynamic positions, which require flexibility and agility, as well as dealing with constantly changing scenarios. 

However, planners feel great empathy for other people, making them excellent at finding solutions to collective problems. 

Analyst

It is the most perfectionist of all profiles . They prioritize well-executed and detailed work, with high quality delivery. This behavior can generate conflicts with fast-paced and practical managers.

People with an analyst profile are in a continuous learning process, always seeking new knowledge. In conflict situations, they prefer to remain silent until they know the situation better.  

The main challenges to behavioral management

Dealing with the subjectivities of employees and reconciling their needs with the company’s objectives requires constant work and attention. Behavioral management definition

See what are the main management challenges of companies and how behavioral management can help.

Humanization of relationships X result

With the market so competitive, it is essential to be able to count on the best professionals, and for that the company needs to have a more humanized attitude in relation to its staff. 

Behavioral management considers the potential of each employee and also their limitations. 

Understands which emotions and actions influence productivity and also that it is impossible to dissociate personal and professional life.  

This humanized view of employees changes the company’s relationship with its employees, no longer considering them only as numbers and badges, and understanding each one in all its complexity. 

productivity x learning

The constant search to increase productivity and performance in companies often ends up bumping into the need to offer training to employees. 

It is common that this time used in learning is seen as something not so important, and ends up being left for later, to avoid “losing” at the job for a few days. 

But what needs to be realized is that when the employee does not receive adequate training, the company misses a great opportunity to bring improvements to the business. 

It is important to understand which training courses are important and can offer relevant practical application to the company, and this can only be done through behavioral assessment, which helps to identify talents and weaknesses in each employee. Behavioral management definition

Training X costs

Another challenge, still related to training , is the search for a balance between the provision of necessary training and cost control for the company. 

Training can represent a large investment of money for the company, especially if it is offered to a large number of employees, but there are models, such as those offered in the company itself, that allow employees to learn without increasing costs too much. 

Innovation X internal culture

The world is changing and with it all relationships, personal and professional. Innovation is welcome to companies, but it cannot be greater than the values ​​that already exist in the business. 

And one of the great challenges for organizations is precisely to reconcile the entry of young professionals, eager for innovation and new ideas, with the company’s principles. When these cultures clash, HR needs to act as a conflict mediator.  

Behavioral management helps to find suitable professionals, who connect with the organizational culture, without losing the will to do different and innovate. 

Behavioral management tools

More than just optimizing professional development processes, behavioral management tools also help employees discover more about themselves and find motivation to carry out their activities. 

Performance evaluation

The purpose of this evaluation is to analyze and measure the performance of each individual. Through it, the company is able to identify competencies and skills, in addition to weak points. 

After obtaining the results, it is possible to offer more accurate feedback and guide employees on ways to improve. Behavioral management definition

Organizational weather research 

A fundamental tool to understand the satisfaction and motivation of a company’s employees. 

Based on this information, the organization can promote actions that contribute to the growth of each one. 

This survey can be applied through forms or in direct conversations. 

Training and performance programs

Used to develop the skills of employees, contributing to the expansion of skills, whether emotional, technical or behavioral. 

They can also be used to discover underused talents, strengthen professional self-esteem and demonstrate commitment. 

Career path

More than just structuring processes in the company, having a career plan associated with the job and salary plan is very important to attract and retain talent for the organization.

It helps to increase motivation and the search for new positions in the company.

How to apply in your company

Behavioral management offers numerous benefits, as we have already discussed, but implementation requires the fulfillment of some steps. Behavioral management definition

See what they are below. 

1. Map the profile of the company’s employees 

The first step should be to understand the current scenario of the company, that is, identify which talents the organization already has and if they are being put to good use. 

For this, it is necessary to apply a behavioral profile analysis tool, in order to build a rich and valuable database for the organization. 

Analyze the information obtained and the training of each team in relation to the most frequent behavioral profiles, as well as the way they interact with each other. 

2. Perform an alignment of the desired behavioral profile

The next step is to understand what each team needs, what competencies are needed for each role, and align the ideal behavior profiles for each position. 

Then, it is necessary to define the requirements of each role, considering the demands in relation to the team. 

Another important tip is to think about the function and how the occupant should behave in the situations to which he will be exposed on a daily basis. 

The idea is to combine profiles to generate the best results for the team and the company. 

3. Compare and develop employee profiles

Invariably, after comparing information about the ideal competencies of each position with those who already occupy it, or with what is desired for the team , gaps will appear. Behavioral management definition

The important thing is to solve it in a way that causes the least possible impact on those involved.

Start with more conflicting situations, such as people with a more withdrawn profile occupying leadership positions in areas that require greater activity, for example. 

These changes are small, when compared to the whole, but generate a great positive impact. 

Always choose, as a priority, to relocate less suitable employees to other positions that better fit the person’s profile. 

In other cases, it may also be a choice to offer a specific development program, etc. 

After getting through these more urgent cases, continue the refinement step by step until the entire company is aligned with the findings of the behavioral analyses. 

4. Invest in the leadership position

Leadership positions need more attention, as they need to follow this line of management. 

Behavioral HR must be a point of support , but the direct relationship is achieved between leaders and their employees. 

Therefore, training behavioral leaders is also an important step in restructuring behavioral management. 

They need to understand the different ways of dealing with each profile, to achieve the best results. 

5. Set goals and metrics for further analysis

The implementation of behavioral management is the beginning of the journey and it is essential to monitor the results and verify the assertiveness of the actions taken. Behavioral management definition

The definition of goals is essential so that each professional knows what is expected and they must be built considering the strengths and weaknesses of each person. Motivation comes from challenging those roles in which the person feels confident.

6. Encourage communication between teams

Efficient communication is very important for the implementation of behavioral management. 

Ideally, frequent meetings on the methodology should be organized and a feedback culture created. 

Behavioral management and change

Changes are inevitable, but not all people handle them well. Therefore, it is also the role of HR to prepare employees and the company for these changes to happen smoothly and properly.

And behavioral management is also important in this regard. See how she can help.

Carrying out proper and advance planning

It is essential to consider each step of the change process, anticipating scenarios and possible problems to be faced.

In this planning, predict the reaction tendency of the professionals involved. Some people are more insecure, others more impulsive, and all this can harm the organizational climate if not well thought out. 

Knowing the behavioral profiles, it is easier to identify which points need more attention and to take preventive actions.

Dialogue is always a good way to strengthen trust and reduce the possible negative impacts of a change. 

Adapting change strategies based on behavior profiles

The greater the knowledge about the people on a team, the more viable it is to predict and avoid problems. 

In some cases, it is necessary to change some order of execution or allow a step to be extended to ensure that professionals feel more comfortable with the transition. 

Establishing new processes 

Changes affect the entire company, regardless of its content. In cases of mergers or incorporations, for example, there may be a clash of organizational cultures and it may also be necessary to restructure teams and sectors. This movement can cause a lot of insecurity. 

Behavioral profiling is the key to composing the best teams that will remain in the company and this is the best time to determine new rules. Behavioral management definition

Technology and behavioral management

Today, there are already several tools that help companies carry out this behavioral assessment. 

They help streamline this analysis process, making it easier to identify gaps in companies. 

And these resources can be used at different stages of the process, including monitoring the fulfillment of defined goals and objectives. 

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