The Atlyss Process: Customization

Whether applying Atlyss to hiring or management models, the Atlyss LLC team remains closely involved with our customers through every step of the process. We bring behavioral expertise to a company’s industry expertise to create productive and long-lasting outcomes. We want the results of Atlyss to play a meaningful role in achieving your goals and do not want them to become another piece of paper in an employee file that is rarely, if ever, consulted. Our reports are designed to be quick references that are easy to understand, applicable, and actionable. We partner with companies to provide consistent, significant, reliable, and fast customer support in applying Atlyss information.

Atlyss LLC believes that just as each individual is unique, each company structure and culture is unique. Therefore, we do not apply a “cookie-cutter” approach to the manner in which we set up and provide services. We customize our services to fit a company’s particular needs. We have worked with local companies with only a dozen employees as well as international companies with thousands of employees. Our contacts range from Finance Directors to Human Resource Directors to COOs and CEOs. Results and consultation are available via email, conference call, single interviews and/or group sessions. We make arrangements to meet the specific demands of your company structure and immediate needs.

Pre-employment Testing

Atlyss is an online assessment tool with a patent pending that helps to minimize the guesswork of hiring and placing the right candidate. Atlyss is normed for individuals of various backgrounds, experience and education levels, and provides crucial information for hiring, whether applied to hourly or upper management positions.

Atlyss provides insights on individuals’ motivations, level of responsibility, primary mode of interacting with others, as well as critical feedback on how they handle personal authority, organization, and thought processes. Atlyss reports focus on being descriptive about the type of behavior you may expect to see from a new hire without being prescriptive, limiting, or judgmental. Atlyss LLC recognizes that human interaction cannot be captured by a one-dimensional tool; Atlyss is a three-dimensional tool which matches the candidate not only to the position but also to the company culture. Atlyss reports provide a three- to six-month glimpse of what an employer can expect of a candidate even before s/he is hired.

Productivity Development

For an organization to achieve its goals and continue movement towards the fulfillment of its vision, it is critical that its departments, teams, and individuals are operating at a high level of efficiency. Atlyss information provides a portal for improving awareness of group dynamics, building stronger communication between individuals and departments, breaking down barriers, re-establishing trust, and empowering individuals and teams to take initiative that increases the functionality of the organization as a whole.

Atlyss reports provide a meaningful yet neutral vocabulary that is useful for describing behaviors and interactions in order to move beyond the unhelpful and sometimes harmful “noise” that frequently occurs in organizations: non-functionality of individuals and teams is often attributed to issues such as seniority, gender, race, ethnicity, and attitude. Atlyss proves that the disagreements, misunderstandings, or “noises” are more likely explained by operating style and can be solved by applying the results of the Atlyss assessment to any team(s) in the organization.

Examples of Specific Applications

PLACEMENT: Knowing applicants’ operating style before hiring them is critical to ensuring that they are being placed in a setting for success. Operating style often plays a more significant role in the workplace than skill sets or work history. If individuals have a natural aptitude for certain tasks and they are asked to call on this aptitude consistently, they are more likely to be energized and productive contributors to the workforce, rather than becoming management or attitude problems.

MANAGEMENT: The opportunity to see the various operating styles in a department is invaluable to a manager: it confirms intuitions about motivations and reveals vital information previously unknown. Adjustments can be made to management style and tasks being asked of individuals in order to increase productivity and enhance team dynamics and communication. Conflicts can be de-escalated or even avoided by using the language of operating styles: it provides a nonjudgmental, neutral vocabulary for problem-solving and conflict resolution.

RETENTION: Part of maintaining good employees is creating an environment conducive to their success: one in which they are being managed well, asked to perform to the highest of expectations, and rewarded in a way that is motivating for them personally. Recognizing the operating styles of employees enhances the likelihood of keeping a valuable employee because that recognition improves the relationship between the employees and the manager, and is a proactive step in preventing misunderstandings that can escalate into irreconcilable situations and employee loss.

MENTORING PROGRAMS: Operating styles provide an excellent basis for making a connection between mentor and protégé as well as a vocabulary for exploring interests, talents, and methods for accomplishing tasks. For the mentor, knowing the operating style of the protégé can help them to motivate and direct the protégé in a positive and productive way. For the protégé, knowing the mentor’s operating style affords the opportunity to establish a more meaningful connection to and develop a deeper understanding of the mentor.

TRAINING: Frequently, training programs connect only to a select number of participants in a meaningful way. Understanding the operating styles of the individuals prepared to take training courses illuminates preferred learning strategies and provides a roadmap for the trainer of how to present information in a way that makes a genuine, lasting connection to each individual. Such training results in the ultimate goal of improved performance.

PROMOTION: Promotions are often made on a performance basis. Unfortunately, it is the performance of the individual in the original position that lands them in a new position, and often, the new position has responsibilities and tasks that differ from the ones at which the individual proved to be most effective. Sometimes, this can lay the groundwork for individuals who were initially successful to become frustrated and less productive. Using Atlyss to identify operating style can help with the transition from one position to another, providing feedback on where the individual is most likely to continue to find satisfaction and success, as well as what support may be necessary to facilitate the move.

DIVERSITY MANAGEMENT: While not every company has a formal “Diversity Management Program,” many companies are seeking to continue to broaden and strengthen their workforce through initiatives that support the development of individuals’ unique talents and abilities. Atlyss LLC is committed to facilitating communication, understanding and problem-solving that focuses on the innate operating style of individuals rather than the distracting superficial, and ultimately unimportant, characteristics which are often attributed as being the reasons for misunderstanding, frustration, and lack of effectiveness, i.e. race, gender, ethnicity, age, etc.

Atlyss Products

Performance Compass
The Performance Compass offers a quick, insightful look at how a prospective hire or current employee is likely to perform. With the Performance Compass an employer gains valuable information on individuals’ operating styles that goes beyond what candidates present in resumes or interviews, or what an employer believes to be true for current employees and speaks to their daily performance.

Management Mapping
The Management Mapping package offers employers a concise overview of the dynamic interactions between the operating styles of their current employees. The opportunity to see a complete picture of the various operating styles in an organization is invaluable to leadership: it confirms intuitions about motivations and provides objective information about employee interactions. Adjustments can be made to management style and tasks being asked of individuals in order to increase productivity and enhance team dynamics and communication. Conflicts can be de-escalated or even avoided by using the language of operating styles: Atlyss provides a nonjudgmental, neutral vocabulary for problem-solving and conflict resolution.

Productivity Development Package
The productive interaction of people within a company is crucial to its business. The Atlyss Productivity Development Package provides clear analysis of those interactions for our clients. With this Package, we create avenues of understanding and communication among co-workers that promote a workplace environment focused on results. A company may have excellent employees, but if they are not managed well, supported well and encouraged to work together, the entire enterprise struggles. Those companies that perform best have a good understanding of the abilities of their employees, clear channels of communication and established management styles that encourage cooperation. With our Productivity Development Package, Atlyss addresses these dynamic principles by assisting companies in understanding the operating styles of their employees, building communication, and providing strategies that can maximize the potential of each team assessed.