Why an Assessment ?

Whether an organization wishes to reduce turnover, increase sales, or improve relationships between employees, assessing employee behavior can have a powerful impact. With proper planning and delivery, assessing employee behavior encourages positive relationships among peers, managers, vendors, and clients, which will help you, build a strong and competitive organization.


The purpose of an employee evaluation is to measure job performance. Many evaluations provide quantitative measurements essential for a production-oriented work environment. Other employee evaluations provide employers with metrics regarding the quality of employees' work. The importance of an employee evaluation is that it's instrumental in determining whether an employee's skill set is appropriately matched to the employee's job.


Strong and weak points

Organizations must continually assess their employees' strengths and weaknesses. By doing so, employers are better able to match employee qualification to job assignments. Employee evaluations provide an assessment of the strengths and weaknesses for individual employees as well as the collective talents of employees by department or team. The importance of employee valuations to assess workers' skills is particularly significant in work force planning processes.


Training and career development

Employee training and development needs are other reasons employee evaluations are important. Assessing employee strengths and weaknesses is the first step in determining the type of training employees need. Training usually supports employees acquiring new skills; development helps build upon employee aptitude and current performance. Upon learning employee strengths and weaknesses, an employee evaluation decides what type of training employees need to perform their job tasks. An evaluation also sheds light on development programs, which benefit employee and employer.


Performance goals

Evaluations contain performance standards - the level at which employees must perform their job duties to meet their employer's expectations. Without an evaluation to communicate performance standards, the employer is neglectful in providing its employees with the tools necessary to achieve their job responsibilities.


Recognition and Reward

Performance measurement through employee evaluations is a component of many organizations' compensation structures. The ratings employees receive as a result of supervisors observing and evaluating their performance can directly impact the amount of the employee's salary or wage increase. Employee evaluations give supervisors and managers an opportunity to recognize employees' hard work, dedication and commitment. In lieu of monetary rewards, evaluations also are used to identify highly proficient workers to whom the employer can assign additional duties and responsibilities, or even promote to a leadership role.


Why Assessing Employee Behavior is Good for an Organization

Behavioral assessments identify the different ways employees behave at work. Once you identify behaviors you can work to reduce conflict within the organization and increase employees’ potential for success.

Behavioral assessments are designed to help employees understand their own individual behavioral style, motivators, and preferences. Once employees understand themselves, they can learn to recognize the styles, motivators, and preferences of others, and discover ways to adapt their own style to meet the needs of others.


This understanding of behavior can help organizations improve collaboration and reduce conflict, build more effective and productive teams, hire and retain top talent, develop effective coaches and managers, and increase sales and customer service success.


Understanding the behavioral style of your workforce allows you to develop performance-improvement strategies based on each employee’s strengths and weaknesses. Employees learn what drives themselves and others, how they behave under stress, and helps them value personal diversity.


Behavioral assessments also provide a common language that helps professionals connect better with the people they work with.

There are several ways a company may assess the behavior of their employees. A manager may have an individual complete a behavioral style assessment and facilitate a one-on-one coaching session with them.


Many organizations, however, have an internal facilitator present training programs that incorporate behavioral assessments. As an alternative, the organization may hire an outside consultant to deliver the behavioral assessments and training.


An organization should only select behavioral assessments that offer valid scores and accurate feedback to the respondent. The publisher should offer documentation that supports the validity and reliability of the assessment.

Some behavioral assessments come in a paper format that will require the respondent or the facilitator to score them by hand. Many behavioral assessments, however, are now available in an online format, which saves classroom time and ensure scoring accuracy. Online assessments are becoming more popular and may also offer the facilitator group report capability to further tailor their seminars.


Before administering assessments the facilitator or manager will want to put the respondents at ease and reduce anxiety by explaining why they’re completing the assessment and what will happen next. It’s important to stress to your respondents that behavioral assessments are not tests that someone passes or fails. There are no correct or incorrect answers, and no behavioral style is better than another.


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