Assessment needn't be just for recruitment or used only for senior levels. Assessment at junior and team level can have much more impact on the bottom line. e.g. using an Extended DISC team analysis profile showed a group of design engineers that the reason a new product was not getting to market as soon as expected was because they had no influencing and communication preferences in the team and so internal awareness of the new product within the business was lacking, resulting in it being low priority in the sales and marketing departments.
Having said this, we can't expect junior people to go through long assessment processes. A quick on-line questionnaire suffices and this is what aids retention. The CIPD's Recruitment, Retention and Turnover 2008 survey showed that 80% of 800 employers questioned are experiencing increased retention difficulties, up from 69% oin 2006. An economic downturn suggests there is even more pressure on retention and carrying out team profiling such as a team alignment review and a half day facilitated team event gives maximum impact for minimum time away from the day job. This is an example of psychometric testing being more easily accessible to line managers, yet not 'dumbed down'. The reports are more usable, the automated response system is more user friendly and the cost is much more viable with current economic restraints.
1 comment:
If nothing else a team assessment is a brilliant starting point for a motivational team day, it gives a common focus, it provides a deeper understanding of team mates and their strengths and weaknesses.
It can highlight to managers which roles will come easily and naturally to memebers of the team and which roles are likely to cause stress.
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