Pexitics Blog

HR Drives – success at the Workplace …and how the science works.


The philosophy of success at the workplace has similar connotations as Managers and Human Resources specialists try to find the master potion to deal with workplace success. We at believe that while there is a core philosophy behind achieving the highest performance levels, the science can be mastered and optimized for every organisation.

Every organisation has employees who are hired to provide value to the three core factors for organizational success; Quality, Time and Money. We call it the QTM factors.

Be it a Human Resources Manager, or a Sales Representative or an Engineer at the Plant or research lab or the Accounts executive, everyone contributes by improving quality, providing their time and/or improving process timings, lowering costs or bringing revenues to the organisation using Performance Quotient (PQ) in a framework of competence and further balanced by Emotional Quotient (EQ).

Individuals working singularly or in teams provide for one or more of these three factors for organizational growth. Individuals form teams; teams end up creating a QTM capability matrix based on the contributions of its members. Any new member to the team should hence be an enhancer of the capability and aid towards further success for the team and the organisation at large.

This is the complexity that Human Resource practitioners need to deal with. And this is where we help organisations succeed using science and analytics. Using our Workplace Success Philosophy (WSP). quanitifies and measures PQ & EQ to provide the right balance for the workplace.

Imagine the organisation like a body. The body maintains its activities through two core organs; the brain and the heart.

Any organisation or teams within the organisation needs the balance of the brain and the leadership of the heart to take it forward in the right direction.

A perfectly balanced team is one that achieves the highest factors of QTM using Performance Quotient (PQ) and Emotional Quotient (EQ) in a scale adapted to its environment. Organisations with high PQ would be drained of energy, high EQ with little or lesser PQ can only strategise, but never execute. It needs balance.

  • Agile Leadership recognizes the importance & balance brings harmonious growth to job satisfaction.
  • Every employee is willing to continue further when there is a perfect balance of PQ & EQ for themselves.
  • Leadership that displays concern for both factors creates a balanced workplace for every employee.
  • Every team that isn’t performing can be corrected by measuring the PQ & EQ factors in the team.
  • A balanced factor will result in higher QTM results for the organisation.
  • Helps Succession Planning using PQ as a hierarchy of competence with a balancing EQ trait.

How to balance the Quotients in a team for higher QTM ?

These factors need to be measured at the earliest, preferably at the hiring stage. Kindly note, re-fitment within the organisation is also hiring. When a team is not performing at peak performance levels, we blame the individuals based on feedback derived from the observed reality. The emotional factors do not reveal themselves easily. But they affect the team performance and the organisation spends time and money trying to correct performance factors mostly. Or vice-versa.

Every individual in an organisation brings in four factors with them;

  • Functional skills
  • Competence
  • Knowledge
  • Personal Attributes

Observed team distribution over PQ & EQ scale for an Indian organisation based out of Mumbai. Orange denotes the Team Lead. What do you think should the EQ and PQ of the 24th hire to bring more balance to the team?

Do you want to create great teams scientifically ? Drop us a query at / call in at 73496 62320

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So, what do you think ?