Engagement tips fueled by your workplace’s ability to comprehend employee skills, motivation, and effectiveness
Workforce assessment is deep. Really deep. From pre-hire testing to ongoing assessment strategies, collecting viable workforce assessment data takes time. Technology-enabled assessments help, but they fail to promote engagement strategies when they’re not fully engrained in a workplace’s culture. Fortunately, your workforce assessment data can be refined, boiled down, and applied to your business’s employee engagement strategies. Check out these engagement tips, each fueled by your workplace’s ability to comprehend employee skills, motivation, and effectiveness.
Start from scratch: Use assessments when hiring.
A surprising amount of data supports pre-hiring assessments to boost engagement and reduce turnover. An Unicruconducted data research study suggests pre-hiring assessment tools can reduce employee turnover by as much as 25 percent. The secret? Use sales volume as an assessment metric. Sales volume is a pretty cut-and-try metric to use, but hiring based upon hard, cold facts will create a foundation upon which engagement strategies can grow. Trust us: With the amount of ambiguity at play, you’ll need to draw a line in the sand.
Prioritize employee recognition.
A worker’s feelings about received recognition accounts for an astounding 56 percent difference in engagement variance. Recognition counts, and it’s more important than most organizations think. That said, it isn’t enough to recognize them for working, in general. Utilize your assessment data to pinpoint specific triumphs, unique skills, and efficiencies. In 2017, specialization is expected to be a driving motivation factor. To connect to your employees, you need to make them feel specialized. More importantly: You need to let them know they’re an invaluable piece to your company’s puzzle.
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Use analytics to widen task flexibility.
Today’s employees use job content as a primary motivator. If you know what motivates employees, you’ll connect with them. That said, assessment data is a key component of determining motivation. A lot of employees feel they have little to no say where task flexibility is considered. They get stuck in “the grind,” and they’re never allowed to express creativity in day-to-day actions. Even worse: They lack the motivation to engage higher work ethic degrees.
Your assessment data is useful for rearranging workplace task structures. Consider each data set to be like a lean manufacturing information resource. Instead of lean manufacturing, however, it’s lean workplace culture. Let your employees know they’re being repositioned to do what they do best. The result is two-fold: You’ll incentivize hard work, and you’ll create a highly-optimized workplace.
The general assessment sweep
As a general rule, you should structure workforce assessment tests around high performance indicators. By prioritizing workplace efforts, you’ll create an environment conducive to success, reasoning, and creativity. It’s difficult to align every employee with organizational strategies, but strategizing engagement via assessment data certainly helps.
Benchmarks, too, deserve recognition. All too often, employees fail to respond to workplace assessments due to lacking goal information. When possible, tell your employees why the assessment requirements and goals exist. List benchmarks on the local, regional, national, and global level. Additionally, offer industry-specific data. Your employee’s performance, from their perspective, is useless when a business’s ultimate goal is an arbitrary one. Take charge, and build a team instead of an empire. Every employee can be a leader. They just need to be engaged, first.