Employee Assessment

Getting the Most Out of Employee Assessment

Employee turnover is a problem for almost every business. The reality is we can easily recognize the importance of remaining competitive in the marketplace, we often miss just how crucial it is to recognize the potential of our workforce. Consider the things driving you daily. We all want to avoid stagnation and rise to new professional heights, and these are the same things your employees want from their own careers. Follow along to learn more about how partnering with SDI could not only upgrade your employee’s skills and further enable your workplace, but solve your turnover issue as well.

To begin, consider your employee review strategy. Assessing employees is far from a new practice, but when was the last time you considered the effectiveness of your assessments? The best employee assessments focus on specific knowledge and skill expectations of an individual role. The output of these assessments should be a detailed individual plan focused on the career path of the employee and how they’re going to get there—with your help.

First, take the time to get leadership in a room and formulate a plan to define performance expectations for every individual job role in your organization. We know, this isn’t always the easiest thing to organize. This is why working with the right partner can be so critical to wholesale leadership buy-in. However, by showing clear hierarchal division between entry-level, experienced, and senior positions, you’ll be strengthening your organization’s infrastructure, and giving employees a focused direction for internal advancement.

Now that you’ve defined what you expect from your employees, it’s time to see how your employees view their own position in your organization. The best way to do that is with a detailed self-assessment, another area where having an outside voice can help. When the assessment is complete, have their direct supervisor provide their own assessment of the employee. This will give your organization and employee a clear idea of their current performance and give them the feedback they need to improve performance and grow within your organization. This will allow you to build an Individual Development Plan (IDP). An IDP sets the stage for employees and supervisors to have a realistic conversation about performance needs, shared goals, and the timelines to accomplish those goals.

After the IDP process is complete, it’s time to create a 360-degree feedback loop. This will help your organization to identify and assess specific job behaviors, create accountability, and promote dialogue. Even better, this same approach can be taken when you assess peers, clients, and direct reports. There are a lot of facets to making a program like this work for you, but by assessing employees in a 360-degree feedback loop, you allow them access to feedback from supervisors, coworkers, and leadership. Even better, this feedback is supplied in a pointed fashion that directly correlates to their job and the opportunities they can find for themselves within your organization.

Reducing employee turnover is a priority for any organization, but it doesn’t need to be as confusing or difficult as it might seem at first blush. By partnering with SDI, you’ll be working with a team who understands industry best-practices to let your workforce be all they can be, in an organic and holistic fashion. Best of all, you’ll be inspiring your most valuable resource to become even more dedicated to the success of your organization—and to their own new goals. Contact us today to learn more about what SDI’s knowledge experts can do for you.

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