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Employee Benchmarking

Build Your Front Line To Meet The WHY.

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The data cannot lie. Your people either fit the purpose of their positions or they do not. They either bring their personal traits, attributes, and values to the WHY or they do not.

Theorem radial assessment on personality potential

Corporate function that serves the WHY will break down at the people level if personality, emotional intelligence, and value assessments are not clearly known.

In 14 days you will possess a sustainable Employee Evaluation System that quantitatively rank-orders data to transform subjective inference into objective benchmark measurables.

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STUDY3

A correlation between Theorem assessments I & II to tier the organization

CASE STUDY

Kansas City, Missouri

300 Employees

Revenue $150 million

Geiger.png

Bio: Geiger Ready Mix is a family-owned business that has been serving Kansas City’s construction needs for 100 plus years. They are currently the #1 concrete provider in Kansas City with 6 locations around the region to ensure that ready-mix can reach any city location inside 30 minutes.

Steve McDonald, Former CEO of Geiger Ready Mix

Problem: Geiger presented Theorem with several burning questions they were unable to answer. At the top of that list was, “why are we losing clients during our busy season only to have them return later because the job was botched by a competitor?” Geiger’s theory was their price per yard was potentially too high - being they are the price leader in Kansas City.

 

Solution: The result of the emotional resonance study revealed Geiger’s customers are primarily interested in “accuracy.” Theorem discovered that Geiger clients wanted the correct mix, on-time delivery, accurate ordering taking, quick order taking, and no onsite problems. These were the top 5 concepts for the Geiger. The study proved that Geiger is the best in town at all 5 of these concepts. So why were they losing bids? Concern about the price was virtually irrelevant. In fact, Geiger could have raised its price and not have any adverse effects. The reason they consistently lost bids was because of logistics at peak times. At these peak times, it was not the client that was saying no, it was Geiger saying no by virtue of the fact their resources were not meeting peak time needs. When a foreman calls to order mud he needs it when he needs it. Geiger recalibrated their overall resources to meet that need. In addition to knowing what the problem was, the CEO of the company now also has irrefutable truth for what the problem was NOT.

Geiger Ready Mix 2
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