To unlock growth, organizations need a targeted and well-designed assessment strategy. If organizations can identify and engage the right talent, innovation and productivity can be expected to quickly follow.
When it comes to designing your assessment strategy, ask yourself these five questions to ensure it stays on track.
Are we assessing the whole talent pool?
Due to price, complexity, and clunky technology, the most scientific assessments are reserved for senior leaders. A good assessment strategy seeks to measure the talents of the entire workforce.
With modern technology, you don’t need to sacrifice accuracy or user experience. It’s now possible to give a scientific assessment to every employee. This allows you to map the talent landscape, deploy the right talent to the right priorities, and give everyone personalized development opportunities.
What can do people with their feedback?
Unless you can afford to give everyone an executive coach, most assessment feedback quickly becomes useless. This wastes more money and leaves people feeling confused about the whole experience.
A good assessment strategy provides actionable and immediate advice to the end-user. With interactive tools, assessments can quickly power personalized journeys that help people grow and build upon the talents that have just been assessed.
Are we overlooking team talent?
There is a mismatch between how we assess talent and how work actually gets done. Most assessment strategies focus on the individual, when in fact the majority of all organizational outcomes are the result of teamwork.
Modern technology has now made it easy to use assessment data to understand the dynamics of every team, and provide managers with the feedback to lead effectively.
70% of team engagement is the result of a manager’s behavior and 65% of people would rather fire their boss than take a pay rise. Use your assessment results to build better teams and better managers.
Are results connected to business goals?
Good assessments are based on scientific theory and data. But they must also be linked to clear business outcomes and strategic priorities. There are two ways to do this.
First, make sure that your assessment provider can provide evidence of predictive validity. Second, you should connect the assessed talents to a competency framework. This keeps assessment feedback practical and gives everyone a tangible framework to talk about their strengths and opportunities.
Ok, so how can Deeper Signals help?
Our mission is to provide a modern alternative to how organizations use assessments. Powered by technology, science, and decades of assessment experience, our cutting-edge platform offers enterprises:
⚡️ Lighting fast & scientific assessments for the entire organization.
💪🏻 Dynamic feedback that turn assessment results into action.
👫 Instant Team Dynamics reports to improve manager effectiveness.
📊 Real-time competency dashboards to drive decisions.
💸 Affordable subscriptions for every budget.
If you have questions about your assessment strategy, and want to find ways to improve it, schedule a free 30 min consultation with our CEO, Reece Akhtar. We would love to help!
