How ???Square Pegs??? Fuel High Turnover and Low Engagement
Sentenced to use your less favoured hand 40 hours per week!
Required to collaborate with colleagues from an alien culture in an unknown language.
For good measure, you only perform tasks that you find frustrating.
Unfortunately, those scenarios reflect how many employees feel about their jobs. They dread coming to work and suffer through their time there as they watch the clock wind down to give them relief.
Naturally, they strive to find a way out which is reflected in high staff turnover. Some even prefer to sit it out at home until they can find something more suitable, so as to preserve their peace of mind.
Recent experiences with organizations have brought to the fore once again the impact of square pegs in round holes and the critical importance of ROLE FIT.
In many organizations, there is a tendency to define the ???technical??? requirements for jobs ??? professional skills, training/education, work experience, etc. However, they fail to pay sufficient attention to the behavioural requirements of the role to be performed.
Many failures on the job are not based on a lack of professional skills but on deficiencies in demonstrating the behavioural competences that are needed for effectiveness in the role. Things like the capacity to relate effectively to others. Or achieving results with and through people. Giving and receiving instructions. Handling feedback. Being a team player. Effective communication.
A seminal Harvard study attributed 85% of success to Inter-personal skills and only 15% to Technical competence. That means that a highly skilled auditor might lose clients for her firm because of her poor people skills.
I constantly hear tales of woes about leaders with failing inter-personal skills grades.
Team members withdraw and do just enough to get through performance appraisals in order to keep their jobs. Engagement and enthusiasm go out the door with the failure to empower and inspire. This might be taking place closer to you than you realize or allow yourself to accept!
We like to address problems so here is a strategy that we have used to address the challenges arising from the square peg/round hole issue.
We implement a 5-step Talent Acquisition strategy:
- Developing a competency-based ???Ideal Behavioural Profile??? for each role using Extended DISC behavioural assessments on the revolutionary FinxS Platform.
- Conducting Personal Behavioural Analyses of applicants incorporating degrees of fit in percentage terms against the ???Ideal Behavioural Profile??? for the role.
- Providing an Interview Map to guide targeted interviewing of the candidates.
- Creating a Multi-person Report that provides line-by-line comparative analysis among the candidates and against the Ideal Behavioural Profile list of competences.
- Appending a brief Open-ended Questionnaire to the assessment that requires candidates to provide historical evidence of their demonstration of select core competences. The questions apply leading-edge Behavioural Interviewing Techniques to capture information on issues such as Integrity, Commitment, Courage and Goal-focus. The responses are included in the comprehensive assessment package along with the psychometric and competency-based components.
The Ideal Behavioural Profile is an effective and powerful tool that is best developed by collecting and combining the input of key players in the organization using a selection of behavioural competencies from the revolutionary FinxS Competency library. Alternatively, Extended DISC/FinxS experts or trained practitioners create the Ideal Behavioural Profile based on the Job Descriptions that are provided.
Employee Engagement and Productivity
Retention and engagement are key issues for businesses and leaders. With only 14% of people engaged in their jobs, company culture survey's are vital to ensure employee engagement and satisfaction.
What is Employee Engagement?
Retention, employee engagement, and productivity are critical issues for businesses and leaders. Australian workplaces are amongst the worst in the world when it comes to engagement and satisfaction. With only 14% of people engaged in their jobs, assessing engagement is vital to ensure you have an engaged and productive workforce.
Employee engagement embodies the emotional commitment an employee has to their organisation. Employees who are engaged in the workplace have a high level of enthusiasm, motivation and passion towards their role.
Engaged employees are motivated to put in extra effort for their organisation and are eager to make a difference. Top employees care about their work and positively influence the performance of the company. They are generally more energised by their environment, maintain positive mental health and contribute to innovation efforts.
Using our unique set of assessment tools we support Australian businesses to implement workplace solutions that enhance employee engagement.
Why is employee engagement important?
Organisations with an engaged workforce outperform their competitors from employee retention to the bottom line. Engagement strategies reduce staff turnover, help retain top talent, increase productivity rates, and improve workplace culture. Importantly, staff are happier at work and in their personal lives. Our unique workplace solutions improve employee engagement levels across entire businesses.
Employee engagement assessment
The most effective way to obtain feedback and accurately measure employee engagement is by using an employee engagement solution such as a engagement surveys for the workplace. Feedback from the survey can demonstrate what drives employee engagement in your organisation.
Use surveys to collate open-ended questions to delve deeper into employee feelings. Uncover why employees might be distracted and disengaged at work and gain qualitative insight and detail into the reason behind engagement scores. Analyse open-ended questions to identify key themes and emerging issues within the workplace to respond appropriately.
Boost Employee Engagement
Transform the employee experience from recruitment and on-boarding through to talent development. Enhance employee engagement and productivity with an insights-driven approach.
Employee productivity assessment
Many organisations use DISC profile assessments, but many do not realise what a valuable resource they can be when it comes to engaging a workforce. Behavioural assessments provide unparalleled insights to help organisations better understand and connect more effectively with their workforce, raising engagement and productivity.
Using DISC, leaders can discover motivators to put in place in an employee’s environment to help increase their level of motivation and productivity. Leaders learn how to delegate tasks in the most efficient way possible and overcome the time wasted with miscommunication.
Using an Extended DISC?? assessment can help uncover valuable insights about an individual. DISC describes why and how people behave the way they do and how to improve staff productivity levels.
Engagement and productivity tools
Engagement and productivity levels can vary widely across an organisation within different teams, departments, and locations. Employee productivity surveys and employee engagement surveys help identify the level of employee engagement organisation-wide as well as identify at-risk employee populations. Surveys reveal areas in which employees are satisfied or where they need extra support and attention. Use these trends from the employee engagement solutions to make informed development decisions, and learn how to improve staff productivity and retain staff.
Employee engagement surveys
Engaged staff are great advocates for your business. They go beyond what is required to produce an extraordinary work ethic. FinxS?? Employee Engagement Surveys for the workplace allow organisations to understand how improvements will enhance employee engagement.
Utilise employee engagement solutions such as workplace survey to understand the extent to which employees are dedicated to and feel passionate about their role and organisation. Frame coaching sessions with insights from open feedback and equip managers with data and action plans to improve team performance. As real-time data is collected, focus on key drivers that will make the most significant impact on engagement and productivity.
Employee engagement surveys highlight areas of importance to the engagement levels of an organisation’s workforce. Organisations can recognise high performing productive teams or where development is needed to increase engagement. Bring these insights to the surface with workplace surveys to respond quickly and effectively. Track and compare data and performance over time to identify where development is happening, and extra support is needed.
Employee Engagement Survey Features
- Team Segmentation – Set up and manage respondent groups based on team, organisational division, or location.
- Reporting ??? Compare engagement and satisfaction levels across teams and departments to identify attrition issues.
- Automation – Invitation, reminder, and thank you emails sent. automatically to respondents.
- Customisation ??? Create and design your unique questionnaire.
- Off the shelf questionnaires also available.
- Unlimited response groups and respondents.
- An unlimited number of questions and question groups.
- White labelling – add your colours and logos to make it feel like your own software.
How do you build employee engagement?
Organisations should create a step by step approach to building an employee engagement strategy. One of the most common hr strategies to raise levels of employee engagement is by using an assessment. Start with the collection of data using an employee engagement assessment tool to inform the right strategy and collaborate with teams to implement and reinforce the plan.
- Step One Use implement employee engagement solutions such as an hr survey to collect data and identify barriers to engagement and areas that are creating positive change.
- Step Two Leaders and managers work with employees to identify areas that are working and opportunities for further change.
- Step Three create an actionable development plan to build employee engagement. Define achievable goals and communicate them to the organisation.
- Step Four implement strategies, whether this is further training, more employee support or fostering better connections.
- Step Five monitor progress with continual engagement surveys to identify whether the strategies have a positive effect on employee engagement. Ensure you have open channels to receive feedback from employees.
How can you increase employee productivity?
Employee engagement assessment tools, such as employee productivity surveys and DISC assessments, are a reliable way to enhance productivity. Businesses rely on teams to tackle projects in many different business areas. Misunderstanding, miscommunication, and personality clashes decrease team productivity levels. These issues force leaders to spend time mitigating and resolving conflict. Instead of being focused on their current project, these issues distract teams and waste time. The insights from the survey support businesses to learn how to improve staff productivity.
One of the most effective strategies to facilitate teamwork is to promote an understanding among the members of your team. DISC assessments provide objective data on each team members preferred behavioural style. Once team members are aware of their style and the style of others, they can learn to adjust their behaviours to others’ DISC styles. As they gain knowledge of the DISC styles, the team will experience more productive and efficient interactions.
DISC assessments also help leaders assign project tasks based on the natural behavioural preference of their team members to enhance team productivity. Play to the inherent strengths of your team to improve project efficiency. Furthermore, generate an Extended DISC Team Analysis to gain information to motivate team members and identify potential barriers to productivity.
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