Why Assessments Help Your Employees Grow

“Employers, take good care of your people.” The appeal by headhunter and columnist Aylin Bilic in NRC this spring sounded almost like a cry for help. The job market is perhaps tighter than ever, and it doesn’t look like that’s going to change anytime soon. That means that, as an employer, you need to pull out all the stops to keep your staff on board. Developing your staff benefits you as an employer. By giving people the opportunity to grow and broaden their horizons, they remain motivated to continue working for you. Frank Verduijn, a labor market advisor at the UWV, emphasized last month in a report by the NOS that providing sufficient opportunities for growth and challenges helps retain people within your organization. You can find all kinds of helpful tips online for encouraging employees to continue learning and developing. But did you know that using assessments is also an effective approach? An assessment is a psychological evaluation that measures a person’s intelligence, personality, motivations, and behavior. You gain insight into what an employee is capable of and what makes him or her tick. But did you know that assessments also offer significant benefits to your organization? Here are six reasons why assessments contribute to the development of your employees-as well as that of your educational institution, healthcare facility, or security company.  

1. To measure is to know

When you begin working on your staff’s development, it’s important to know where you stand right now. What talents do your employees have? In which directions can they continue to develop, and what aligns with their personalities? An assessment allows you to measure all of these factors. Although there are many different types of assessments, they can be broadly categorized into two types:

• Selection assessments. These are used when recruiting new staff.
• Development assessments. These assessments are designed to provide guidance on how an employee can advance within the organization.

Of course, the second “type” of assessment is the most relevant here. You can think of such an assessment as a baseline measurement. It gives you a clear picture of your employees’ strengths and potential. With that data in hand, you can create development plans based not on gut feeling but on numbers. That’s much more reliable.  

2. The Right Person in the Right Place

Every person has their own talents. That also means that not every employee will thrive in every role. Therefore, place your people in positions where their competencies are put to good use. An assessment helps you determine which roles someone is suited for. As an employer, this requires you to know which competencies and skills are needed for the various roles within your company. What must employees be able to do, at a minimum? Also prioritize the job requirements: which qualities are absolutely essential, and which skills could someone develop over time? Create a list-as specific as possible-of the requirements you want to assess.  

3. Assessments Keep the Dialogue Going

More and more organizations are moving away from the traditional performance review. They’re opting for a modern cycle of conversations , in which learning and development play a key role. These conversations aren’t about how you think your employee is performing. The focus is on where you both want to go: what are your employee’s aspirations, and how do they align with the organization’s mission and strategy? The results of an assessment can serve as a guide for such a conversation. Moreover, they provide a useful incentive when reflection and coaching sessions are easily overlooked amid the daily hustle and bustle. Plan ahead, and set aside time throughout the year for dialogue about an employee’s development. During the conversation, also set specific learning goals. For example, have employees write a personal development plan (PDP) in which they articulate what they want to achieve in the coming period.  

4. Help your employees get to know themselves better

For employees, an assessment is a good way to get to know themselves better. The questions asked during the tests encourage them to reflect on who they are and how they function-both at work and beyond. What character traits define them? What values do they consider important, and how do those values manifest in their work? What about their motivation, and under what circumstances do they prefer to perform their tasks? Assessments prompt candidates to consider these kinds of questions. As a result, they become more self-aware. And self-awareness has many benefits. People who know themselves well can empathize with others more easily, collaborate better, and learn more from their mistakes. All of this helps you continue to enjoy your work.  

5. You can build mutual trust

Taking an assessment can also be nerve-wracking for employees. After all, why does their employer actually want to “test” them? And what will happen with the results? Employees who are further along in their careers and have been through multiple reorganizations, in particular, may be more critical than enthusiastic. As an employer, it’s important to be mindful of these uncertainties. Be open and transparent: explain why you’re asking your staff to take an assessment. Also be aware that you can never force people to participate in an assessment. Furthermore, employees have the right to review the results themselves first. If you handle this carefully, assessments can actually be a good way to build mutual trust. In essence, you’re saying, “I want you to be in the right role with us. Shall we continue working on that together?” That’s how you express your trust. And employees who feel that their employer trusts them are more energetic, more engaged, and take fewer sick days, according to various studies, including one by the Harvard Business Review.  

6. Current and former employees become ambassadors

Sometimes, based on an assessment, you have to conclude that there’s no longer a suitable role for an employee within your organization. That’s unfortunate, but at the same time, it’s good to know: a dysfunctional employee isn’t helpful to anyone. You and your employee can use the insights gained from the assessment to work together to explore good opportunities for him or her outside your organization. If someone ultimately leaves your company well-supported and satisfied, there’s a good chance they’ll recommend you to others in their network in the future-whether those are clients or potential new colleagues. You couldn’t ask for a better ambassador! Tip: Of course, you can also incorporate assessments into your new hiring process. That way, you can be sure you’re bringing in the right candidate.  

Ready to get started with digital assessments?

Digital assessments can be administered at various locations throughout the Netherlands. Candidates are welcomed warmly and receive personalized attention, so they feel completely at ease. Curious about the possibilities? Check out the Lamark or hrmforce websites and book an assessment right away.