Understanding Employee Engagement

Where is your business when your employees are out of office? Hopefully, you don’t think it resides in the vacant office space and understand that your business is your employees. The success or failure of your enterprise depends largely, then, on your capability as an organisation to engage with and support your employees.

Your commitment to your employees starts at the recruitment stage. You might think that using a cognitive ability test is simply a means to sort the wheat from the chaff, of course this is one part of it. A personality or aptitude test also benefits the employee, helping them to establish whether a role is actually suited to them or not.

Unlike other kinds of tests, with cognitive tests you can never really pass or fail. Instead, the test is designed to ascertain your actual cognitive ability or any personality traits that may be valuable to the company. Whilst a candidate may be able to practise the broad format of psychometric testing, they can’t revise per se.

Engagement long after recruitment is obviously important. This can benefit both the employees and the employers. For the employee continuous engagement fosters self-esteem, and for the employer engagement can be used to ascertain feedback, a valuable tool to drive a business forward.

A good business is typically defined by the relationships it has with its workforce. Engagement is a key way business can foster, improve and develop these relationships from recruitment onwards.