There are many companies in India and elsewhere that are increasingly turning to a competency-based approach to manage their talent. This is where they have found competency assessment tools to be their savior. Using these assessment tools, organizations are able to determine which employees are performing their roles and how they fit into their scheme of things in future. It does not matter whether it is in the context of development, performance, or selection there are some important characteristics that you need to be looking into when you select an assessment tool for various competencies.
Some of the things you need to be looking into while selecting an assessment tool for various competencies are:
- Evaluating strengths and weaknesses of your workforce
- Encouraging employee empowerment and growth
- Analyzing performance of an individual against job prospects in the future
- Gives the option to access other capabilities of employees, especially against ad-hoc requirements
- Ability to generate reporting capabilities for individuals and group of employees
Competency assessment tools can be used by leaders to ensure there is fairness to direct reports
Leaders need to hone their ability to create an environment of fairness to direct reports as this is the only way to ensure there is stability in the workplace. Remember, it is only when the employees are treated equally and with respect that you can extract the best work from them. Else, leaders will find it extremely tough to keep the employees happy and satisfied in their current role. Also, when leaders are fair to their direct reports, it kind of supports a healthy business culture that will be in line with the ethical and moral views of the company.
Competency assessments, being objective tools, can remove biases from the performance appraisal and recruitment process. This greatly contributes to an environment of fairness in any organization and also results in a highly motivated workforce.
However, for leaders, there are many other ways to demonstrate fairness to direct reports at the workplace on a day–to-day basis. For example, while in a meeting, leaders can make sure they include everyone. Do not make the mistake of passing remarks only to one person or exclude others. Give everyone a chance to be heard. You can also consider installing objective standards to ensure there is fairness in treatment to everyone. Another thing is if you lose your composure with someone, then it is better you count to five in your head. This will help you calm down and respond with a question that will help clarify the situation. It also means you’re giving a second chance to the concerned person.
If you are a leader you know fairness to direct reports isn’t working as desired when you’re not equitable with them or when you don’t have the patience to listen to their needs and concerns. Also, when you have the tendency to hide things from people they ought to know.
Thankfully, there are various competency assessment tools available to leaders that they can use to understand their teams in an unbiased manner. However, the key is to identify these tools and using them well.
Some behavioral indicators that can help managers treat their direct reports in fairness are as follows:
- Acting fairly
- Treating direct reports equitably
- Leaving out all hidden agendas
- Having candid and open discussions
- Eliminating preferential treatment