Different employees have different preferences for engagement. In order to create a strong engagement plan that caters to everyone, organization need to take into consideration aspects like strengths, expectations, predilections, etc. Employee engagement is also dependent on the aspects like how much they feel their opinions are heard, their level of commitment, team bonding, etc.
By utilizing psychometric tests organizations will be able to gauge whether the individual needs and preferences are aligned with the organizational goals and vision. This would also help in assessing the duties, tasks and job role requirements with the personal interests and preferences to determine the organizational fit.
One aspect to be assessed is the extent to which individual needs are met and the level of satisfaction they possess. The other part to measure is the level of expectation, this helps in suggesting what might demotivate them or in other words what can be improved in the organization. Both these aspects are essential to know the current level of employee engagement and understand the areas of focus to become better. Thus, utilizing psychometric tests offers objective data and helps in planning intervention that addresses the core issues.
Employee engagement should be viewed as a shared responsibility. So, one insight that psychometric test provides is what the organization can do and where they are at or how they are viewed by their employees. There is another side to this coin, which is the individual’s role. Psychometric tests throw light on the various behaviors that hinders or fosters their expectations. This way in a coaching or debrief session, the individual will be able to discuss and plan for an improvement plan.
These psychometric tests also become a solid base for planning individual development plan. This way managers can also track the progress and align the personal needs and preferences to the larger picture. Thus, ultimately having an impact in the employee retention.
Many research studies have proven the correlation between the employee engagement and organizational success thus drawing a period to that debate. So, todays focus is on the implementation rather than measuring the need or importance. Few important things to bear in mind while selecting tools to assess employee engagement are the purpose, the organization structure and culture, its values and whether the assessment tool is industry agnostic. Only then the psychometric assessment and the results from assessment will be useful. Otherwise all the effort in data collection might end up being ineffective and lead to rework or rejection of the process.
Psychometric tests also come handy in customizing conversations and plans based on individual needs thus addressing the root causes or feeding their needs in a way they want to be. This way the ownership and responsibility are placed on the individual and at the same time they feel valued. This helps in improving the employee engagement with lesser effort from the manager or the management.
To summarize, some of the benefits of utilizing psychometric tests in employee engagement is that it helps to unearth the current engagement levels, devise on strategies to enhance the employee engagement, understand the individual needs, gauge the fit and align individual expectations to the overall picture.