EMPLOYEE ENGAGEMENT
Employee engagement concerns the degree of emotional commitment that an employee has to their job and the organisation as a whole. Engaged employees “go the extra mile” for their company, their colleagues and their customers, while disengaged employees do the bare minimum.
Over the last 5-10 years, engagement has become one of the hottest buzzwords in business. Research led by Gallup and many other organisations have found that employee engagement consistently affects all key performance outcomes in a business, regardless of the type of organisation or industry. Profitability, productivity, employee retention and customer satisfaction are some of the most common benefits correlated to higher engagement scores.
More than 100 studies have been done that look at the “key drivers of employee engagement” (the specific factors that lead to having engaged employees). Most will agree that there is no “one true list” of engagement factors since different factors matter more to certain individuals than others. This is where assessments can help — by uncovering what matters most to each individual.
DISC PROFILE in EMPLOYEE ENGAGEMENT
This assessment measures 4 core behavioural tendencies.
Responds to others’ preferred communication style will lead to better relationships. Thoughtful and consistent communication is one of the keys to engaging others. Understanding how people prefer to behave and communicate is a good first step to understanding how to engage them. The DISC profile can be used to help create an environment where each team member’s behavioural strengths are given the opportunity to flourish.
DRIVING FORCES in EMPLOYEE ENGAGEMENT
This assessment measures 6 core values or motivators.
Motivators play a key role in employee engagement; arguably the most important. In the end, how engaged are you going to be if you find that your job doesn’t allow you to experience what you value most? The idea of using the Motivators profile is to help leaders understand what conditions each of the six motivators respond to best, and how to adapt their leadership style in order to create the right kind of environment for their team members.
TTI EMOTIONAL QUOTIENT in EMPLOYEE ENGAGEMENT
This assessment measures 5 core dimensions of EI.
Resistance to change is rooted in our emotions, which can often include anger, distrust, suspicion and fear. The job of leaders is to use their emotional intelligence to move people from these negative states toward a state that embraces and supports the change. There are a number ways to influence others’ emotions and the EQ profile is part of the framework that helps support this conversation.
DNA PROFILE in EMPLOYEE ENGAGEMENT
This assessment measures 25 competencies or soft skills.
The DNA profile is so named because there are 25 soft skills that are the basis (or building blocks) for performance across many different roles. An understanding of the skills that relate specifically to change management can help leaders understand where resistance might come from, as well as which individuals are skilled in change and might be well suited for spearheading a change effort.
ACUMEN CAPACITY INDEX in EMPLOYEE ENGAGEMENT
This assessment measures 3 core dimensions of thought.
Everyone’s brain has a unique thought process or model through which we filter and assess our views of the world. Knowing which dimension of thought is strongest will help leaders understand how a person will interpret and react to change. With this information, we are better equipped to communicate the right message to the right people throughout the change process.
YOUR DIFFERENCE: MULTI-SCIENCE PROFILES
One of the advantages of the TTI suite of tools is that we offer you “multi-science” reports, which provide integrated feedback. With this multi-dimensional view, leaders and managers are able to understand themselves and others at a much deeper level than just using a single assessment. The additional advantage to multi-science assessments is they provide you with a layered development plan for leaders. For example, leaders can work through information on their behavioural style, motivators, and emotional intelligence in one short sitting or they can tackle it one phase at a time over several months. Multi-science reports provide better options for training, more comprehensive information, and more “ah-ha” moments.