Whether or not an employee – or the workforce as a whole – is productive and successful depends on many factors. Skills, work histories, formal training, and educational backgrounds all play a major role. But so do personalities, work ethics, and other traits that determine whether or not an employee will fit well into a corporate culture. 360 Reach can make it easier for a business to understand what makes each employee unique, including their specific strengths and weaknesses. This allows them to fully leverage the potential of each individual worker, applying their talents and characteristics in the most effective way towards the achievement of corporate goals.
Stage 1: Select
Designing and running assessment solutions to support recruitment across a vast range of business sectors and levels - solutions are tailored to your requirements.
Apply behaviour-based interviewing to select the best candidates.
Use the wealth of information gained from the selection process and help managers support new recruits, increasing retention in the early stages of the new employee experience.
Make sure that each new employee is the right fit for the organisation’s culture, and fits within the work area, and then the actual job.
Stage 2: Development
Assess every employee’s competency profile: knowledge, skills, behaviour and an attitude to develop a clear and accurate understanding of your current talent profile.
Create opportunities for development through different methods such as training, job shadowing, job rotation, involvement in projects, cross-functional exposure, and teamwork.
Mentoring can play an important role in developing others, as well as strengthening relationships.
Stage 3: Performance
Involve employees in setting their own performance agreements. These agreements would be based on objectives required to be met, deliverables to be produced, with specified quality standard, actions to be taken, and agreed deadlines to be met.
Tapping into what would make talented individuals within your organisation feel rewarded; it is not necessarily always about money.
Stage 4: Retain
Use reward and recognition programmes to improve motivation and reduce employee turnover.
Make sure that each employee has clear objectives and responsibilities.
Use appraisals as an opportunity for communication as well as evaluation.
Use creative incentives to get people to work harder and stay with you longer.
Use the information for personal development to support individuals integrating into a new organisation and help them to perform and fulfill the potential identified in the recruitment process.
Providing these resources helps your employees achieve their best individual potential, and it helps your business respond to challenges, enter new markets and move ahead of the competition. A company with a talented and successful work force can develop a public reputation for being a great place to work, which fosters loyalty among current employees and attracts new talent. Indeed, talented candidates will be more interested in working for a company that values its employees and gives them opportunities for continued success.
Improved Employee Morale and Retention