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by Robyn Crigger


How Does Your Workforce Stack Up?


skills and capabilities? Some compa- nies will have new employees to take assessments when they are first hired, but then years can go by without any re-evaluation. For many employees who are wanting to grow with a com- pany, that can be frustrating, feeling as if they are stuck in a dead-end position.


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Surveys of working employees have shown that as many as 53% are using social media to look for better career opportunities, as they seek employ- ers providing coaching and training to develop their employees. Though sala- ries are a big factor in the selection of a job, salaries actually rank about third for most people. Training and development (the opportunity for growth) have often ranked higher in priorities than salaries.


Have you noticed that some employ- ees seem bored or lax? For an em-


20 Connect And Grow With Women In Our Community


hen was the last time that you provided a thorough assessment of your employees’


ployee to have a “bad day” occasionally is possible, but if there is a trend whereby they are showing little interest or enthu- siasm in their work, there could be other issues. To keep good employees en- gaged and productive, employers need to occasionally take stock in the status of their employees’ capabilities and pro- vide appropriate training and coaching to help develop their natural skills and talents. This will benefit the business, as employees will then be motivated to put more energy and enthusiasm into their efforts. This, in turn, boosts the compa- ny’s productivity and bottom line.


It is hard for many employers to grasp the value of assessments, much less un- derstand that training/coaching should be actions that support the purpose of assessment, which produces positive results!!! Assessments are key in pro- viding the data for how to develop an employee to his/her full potential. Once an employee has been with a company for a year or two, it can be even more informative to perform 360


business


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