Employee
Engagement
Employee engagement assessments are tools
that measure different aspects of employee engagement,
such as behavioural tendencies, personal drivers,
and emotional quotient.
Employee Engagement
Employee engagement assessments are tools that measure different aspects of employee engagement, such as behavioural tendencies, personal drivers, and emotional quotient.

Essential Assessment Tools

These assessments provide middle managers with a comprehensive understanding of what drives each team member’s engagement level, which can assist them to create a work environment that fosters higher levels of engagement.
 
The DISC Profile, for instance, measures an employee’s communication style preference. It identifies whether an individual is more dominant, influential, steady, or compliant in their communication style. This information can help middle managers to build better relationships with their team members by adapting their communication style to suit individual preferences.
 
The Driving Forces Profile, on the other hand, measures an employee’s core motivators or values. By understanding what conditions each team member responds to best, middle managers can create an environment that aligns with their team’s values and motivators. This can help to increase their team’s engagement levels and create a more positive workplace culture.
 
The TTI Emotional Quotient measures core dimensions of emotional intelligence (EQ)This assessment can help middle managers to develop their team members’ EQ skills by providing them with the necessary training and resources. This can result in better communication, improved relationships, and higher levels of engagement among team members.
 
Benefits: By using employee engagement assessments, middle managers can unlock a range of benefits that can have a significant impact on their team’s productivity, profitability, and overall job satisfaction. Here are some of the key benefits of using employee engagement assessments:

Improved Productivity:

Engaged employees are more productive and committed to their work, which can lead to increased productivity levels. By identifying the factors that drive employee engagement, middle managers can create a work environment that fosters higher levels of engagement, leading to improved productivity.

Better Retention Rates:

High levels of engagement can lead to improved employee retention rates, which can save middle managers time and money. By creating a work environment that aligns with their team’s values and motivators, middle managers can improve their team’s engagement levels and reduce the likelihood of employee turnover.

Positive Workplace Culture:

Engaged employees are more likely to have a positive attitude towards their work and their colleagues. This can create a positive workplace culture that fosters collaboration, creativity, and innovation.

Improved Morale:

When employees are engaged, they are more likely to feel satisfied with their job and their work environment. This can lead to improved morale among team members, resulting in a happier and more motivated workforce.

Better Leadership:

By understanding their team members’ behavioural tendencies, values, and emotional quotient, middle managers can adapt their leadership style to bring out the best in each team member. This can lead to better communication, improved relationships, and higher levels of engagement among team members.

Employee engagement assessments provide middle managers with a range of features and benefits that can help them to create a more engaged, productive, and satisfied workforce. By understanding what drives employee engagement and using assessments to identify these factors, middle managers can unlock the potential of their team and drive their business forward.

Essential Assessment Tools

These assessments provide middle managers with a comprehensive understanding of what drives each team member’s engagement level, which can assist them to create a work environment that fosters higher levels of engagement.
 
The DISC Profile, for instance, measures an employee’s communication style preference. It identifies whether an individual is more dominant, influential, steady, or compliant in their communication style. This information can help middle managers to build better relationships with their team members by adapting their communication style to suit individual preferences.
 
The Driving Forces Profile, on the other hand, measures an employee’s core motivators or values. By understanding what conditions each team member responds to best, middle managers can create an environment that aligns with their team’s values and motivators. This can help to increase their team’s engagement levels and create a more positive workplace culture.
 
The TTI Emotional Quotient measures core dimensions of emotional intelligence (EQ)This assessment can help middle managers to develop their team members’ EQ skills by providing them with the necessary training and resources. This can result in better communication, improved relationships, and higher levels of engagement among team members.
 
Benefits: By using employee engagement assessments, middle managers can unlock a range of benefits that can have a significant impact on their team’s productivity, profitability, and overall job satisfaction. Here are some of the key benefits of using employee engagement assessments:

Improved Productivity:

Engaged employees are more productive and committed to their work, which can lead to increased productivity levels. By identifying the factors that drive employee engagement, middle managers can create a work environment that fosters higher levels of engagement, leading to improved productivity.

Better Retention Rates:

High levels of engagement can lead to improved employee retention rates, which can save middle managers time and money. By creating a work environment that aligns with their team’s values and motivators, middle managers can improve their team’s engagement levels and reduce the likelihood of employee turnover.

Positive Workplace Culture:

Engaged employees are more likely to have a positive attitude towards their work and their colleagues. This can create a positive workplace culture that fosters collaboration, creativity, and innovation.

Improved Morale:

When employees are engaged, they are more likely to feel satisfied with their job and their work environment. This can lead to improved morale among team members, resulting in a happier and more motivated workforce.

Better Leadership:

By understanding their team members’ behavioural tendencies, values, and emotional quotient, middle managers can adapt their leadership style to bring out the best in each team member. This can lead to better communication, improved relationships, and higher levels of engagement among team members.

Employee engagement assessments provide middle managers with a range of features and benefits that can help them to create a more engaged, productive, and satisfied workforce. By understanding what drives employee engagement and using assessments to identify these factors, middle managers can unlock the potential of their team and drive their business forward.

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