Learn how employee profiling helped a company revise its hike policy to increase fairness, reduce attrition, and reward true performance.

A consumer goods company came to us with a common concern:

> “We keep losing our best performers—yet we’re offering competitive hikes. What are we missing?”

Turns out, what looks fair on paper doesn’t always feel fair in practice.

We ran a detailed employee profiling and organizational psychoanalysis exercise. Instead of focusing only on KPIs, we analyzed behavioral strengths, emotional engagement, and contribution beyond job roles.

What we discovered:

Top performers were often quiet collaborators who weren’t vocal about their wins.

Louder voices were getting visibility, but not necessarily delivering more.

Several young executives were showing high innovation but weren’t recognized in the appraisal matrix.

Using this insight, we helped the company:

✔️ Redesign their hike policy to include psychological contribution metrics

✔️ Train managers in **unconscious bias during performance reviews**

✔️ Build a transparent rewards system based on individual **psychological strengths**

The aftermath?

* Attrition dropped by 18% within two quarters

* Employees reported higher morale and “feeling valued” in internal surveys

* Engagement scores rose across departments

🧠 Key Insight:

When organizations align their reward systems with how people **think, work, and grow**, they build loyalty—not just productivity.

> Because understanding the psychology behind performance is smarter than chasing the illusion of merit.

Want to make strategic HR decisions with deep insight into your team’s real value?

We turn people data into policy decisions that work.