In the fast-moving, high-pressure world of 21st-century business, the old saying is more true than ever: The only competitive advantage is a fully realised human being. Well, that may be so, yet the problem remains, there isn’t a single key to developing employees. With all the different personality types, working styles and motivations working in your team, it’s impossible to create a bulletproof plan suited for everyone. What’s the best possible solution? Psychometric behavioural assessment tools. With these state-of-the-art tools, you can quickly and accurately understand your employees’ behaviours and develop a bespoke plan of development focusing on each individual’s strengths and weaknesses.
Understanding Psychometric Behavioural Assessments
Psychometric behavioural assessments are a lot different from traditional means of evaluation, such as performance reviews or skill assessments. These tests tell us about the individual’s behavioural tendencies, work habits and even speaking styles. These assessments provide insight into the strengths and weaknesses of an individual, how the individual performs under various situations and what motivates them.
Tailored Development Programmes
Imagine having an individualised development path for each employee that’s tailored to their behavioural strengths. It’s possible with psychometric testing. Rather than running standard training programs organisations can create individual development programs specially tailored to support specific needs. If an employee’s strength is critical thinking but struggles with communicating effectively, then an individual development plan can be created to build up their social capability while making the most of their analytical skills.
Enhancing Career Progression
Employee career progression is one of the key motivations for staff and the likes of psychometric behavioural assessments go some length in providing a rationalised, structured path for employees. When organisational leaders are equipped with behavioural insights, strengths and areas of risk, businesses can leverage individuals in the right jobs for high performance and more.
Practical Application in Employee Development
So now the question is — how should companies use psychometric behaviour assessment as part of their employee development programme? In our mind, the best place to start is at the beginning of the cycle, i.e. hiring and onboarding. Reviewing the new hire assessment process means that not only do they have the right capabilities to do the job — they also fit well within the organisation and also team dynamic in their new role.
However, this should not end with recruitment, an organisation could use it for the entire life of the employee, particularly when working through their development plan or having a conversation on their long-term career aspirations. The same results can be used by their managers/CLM to revisit how their employees are developing, which in itself creates an engaging plan.
Conclusion
If your aim is to have a productive and motivated workforce, it’s time you consider integrating psychometric behavioural tests. Psychometric tests make you realise much more about your employees and they also provide the map to better unleash their strengths.
