• 20% of the time is spent looking for internal information or tracking down colleagues for help. (Onedesk.com)
  • Average time spent in the office trying to contact customers or colleagues: 74 minutes. (Onedesk.com)
  • 70% of respondents in a study by the University of Phoenix cite being part of a dysfunctional team. (GlassDoor.com)
  • A diverse team can outperform a top-performing, homogenous group by up to 6 times. (HerdWisdom)
  • Poorly managed workgroups are on average 50% less productive and 44% less profitable than well-managed groups. (Gallup)
  • Teams that work together well (teams in the top 25%) incur lower healthcare costs. (Gallup)
  • 67% of job seekers say they look at whether or not a company is diverse when job hunting. (Glassdoor)


  • 96% of execs cite lack of collaboration of ineffective communications for workplace failures. (Salesforce)
  • Businesses with effective communication are 50% more likely to have lower employee turnover. (ClearCompany)
  • 67% of employees say friends are a reason to stay in an organization. (HerdWisdom)
  • 33% of employees said a lack of open, honest communication has the most negative impact on employee morale. (HerdWisdom)
  • 67% believe colleagues can encourage/help them do their jobs better. (Social Media Today)
  • 25% of employees frequently go outside their department to look for knowledge. (Social Media Today)

Good & Bad Managers

  • A CEO’s average span is at best only 10% of their company’s alignment. (ClearCompany)
  • 60% of employees say they don’t get enough feedback from upper management on their work. (ClearCompany)
  • 75% of employees are leaving their job because of poor management. (15Five)
  • 38% of employees don’t get asked for their input or information. (Social Media Today)
  • 31% said they didn’t like their boss, and felt a lack of empowerment. (Accenture)


  • 27% of employees who plan to leave within the first year cite feeling “disconnected” to the organization. (HerdWisdom)
  • 43% of employees left their jobs due to a lack of recognition. (Accenture)
  • 35% of employees left because of internal politics. (Accenture)
  • Employee personality testing is a $500 million-a-year business growing to be around 10 to 15% a year. (talentmgt)

Company Alignment

  • 14% of companies have workers who understand the company strategy, goals, and direction. (ClearCompany)
  • 44% of workers, while familiar with company goals, can’t specifically name them. (ClearCompany)
  • Only 5.9% of companies communicate goals daily. (ClearCompany)
  • 72% of highly engaged employees understand their importance or role and how it contributes to organizational success. (ClearCompany)
  • 64% of Millennials would be happier making $40K a year at a job they enjoy, rather than making 100K a year at a job they find uninteresting. (Glassdoor)

Finding Strengths

  • People who use their strengths every day are six times more likely to be engaged on the job. (Gallup)
  • Josh Bersin states these personality assessments measure the mood traits and cognitive abilities of 60 to 70% of prospective workers in the U.S., up from 30 to 40% about five years ago. (WSJ)
  • One-quarter (25%) of American workers feel their strengths and weaknesses are “ignored” by their supervisors/managers, and 40% of these employees were actively disengaged. (Gallup)
  • Those who use their strengths for 10 hours or more each day are more likely to say they have enough energy to get things done than those who use their strengths for three hours or fewer. (Gallup)
  • 86% of employers said that the most valuable trait they look for when hiring is professionalism. (Jobs)
  • 57% say they want a Candidate that works well under pressure. (Careerbuilder)
  • 57% of companies are looking for candidates who have intellectual curiosity. (Universum)
  • 77% of employers say personality traits, such as a positive attitude or a strong work ethic, are just as important as the specific skills needed to perform a job function. (Careerbuilder)
  • 80% of the Fortune 500 and 89 of Fortune 100 companies use the Myers-Briggs Type Indicator to analyze the personalities of employees, in an effort to get them in the right roles and help them succeed.
finding strengths