Employee engagement is a hot topic lately. And for good reason: Employee engagement impacts whether your organization’s productivity and profits increase or decrease.
Companies with highly engaged employees experience
+ higher profits
+ higher productivity
+ lower turnover
In contrast, companies with disengaged or unengaged employees experience
– lower profits
– lower productivity
– higher turnover
Fortunately, increasing your company’s employee engagement (& profits) boils down to doing only five steps.
HIGH PROFIT DISCOVERY: ENGAGED EMPLOYEES = SUPERSTAR EMPLOYEES
I heard buzz about engaged employees, employee engagement, and unengaged employees. But those terms are just buzzwords.
So, I studied what employee engagement means.
Lo-&-behold, engaged employees are the same as what I have spent years calling Superstar employees. Engaged or Superstar employees exhibit two factors: They are both
+ Highly Productive
+ Low Turnover
As such, increasing your company’s employee engagement (& profits) necessarily starts with you hiring job applicants who have work qualities similar to your best highly productive, low turnover employees in each job.
So, how do you stock your workforce with engaged employees = Superstar employees?
Use these specific steps.
Today we will discuss Steps 1 thru 4!
1ST STEP = LIST YOUR “SUPERSTAR” EMPLOYEES IN EACH JOB
Your Superstar employees are employees you metaphorically would like to “clone.” They are both
A. Highly Productive
B. Low Turnover
2ND STEP = CHOOSE PRE-EMPLOYMENT TESTS
The most scientific, objective method you can use to assess job applicants is pre-employment tests.
In contrast, other assessment methods are very subjective, unscientific, and not objective. These other methods include most interviews.
For “white-collar” jobs, use two types of tests:
1. Intelligence – for work-related mental abilities
2. Personality – for Interpersonal Style, personality traits, and motivations
“White-collar” jobs include professional, office, sales, and management jobs.
For “blue-collar” jobs, use these types of tests:
1. Intelligence – for work-related brainpower
2. Reliability – for honesty, work ethic, impulsiveness, stealing, and substance abuse
“Blue-collar” jobs include warehouse workers, drivers, packers, janitors, production workers, and laborers.
Make sure personality test or reliability test you use has section that scientifically “catches” applicants who try to outwit the test, to seem “better or different” than they really are.
3RD STEP = YOUR SUPERSTAR EMPLOYEES TAKE PRE-EMPLOYMENT TESTS
You, of course, want to hire people who have work-related qualities similar to your Superstar, engaged employees.
So, benchmark pre-employment tests you use. To do this, have your Superstars in each job take that job’s pre-employment tests. Then, statistically uncover typical or “benchmark” test scores gotten by your Superstar, engaged employees (employees you want to, metaphorically, “clone).
4TH STEP = APPLICANTS TAKE PRE-EMPLOYMENT TESTS
When you test job candidates, do the logical thing: Seriously consider hiring applicants who get same scores as your Superstar, engaged employees.
But if an applicant gets test scores different than your Superstars’ benchmark test scores, then you probably want to find a better applicant whose work qualities measured by pre-employment tests are more similar to your Superstars.