Underperformance isn’t always about employees being lazy or unable to do their jobs. It can also be a misalignment in skills vs role, poor awareness of the company’s vision, lack of confidence in their abilities, or feelings of disengagement.
If we dig deeper again, too often we’ll find that underperformance is actually rooted in the person being unsure of how to make an impact in the business using the skills they possess.
This is why assessing aptitude, personality traits, and competencies is important in both onboarding and ongoing employee performance. It helps employers spot the gaps early on, so they can address them before they impact the business.
The most effective HR and L&D teams use the data gained from assessments to screen potential candidates, and to support and upskill their current workforce. With the right help, underperformance is a solvable puzzle which improves retention, morale, productivity and effectiveness – instead of a needless dead end.
Why Psychometric Data Beats Guesswork
Traditional ways of handling employee underperformance often depend on a manager’s personal judgment and observations. This can lead to generic solutions like performance improvement plans (PIPs) that only react to problems after they appear. Without solid data, it’s easy for bias to slip in, and even experienced managers may struggle to figure out the real reason behind low performance. For example, missing project deadlines could be due to poor communication, unclear goals, lack of resilience, or gaps in technical skills.
Psychometric data offers a much clearer and fairer approach. By using different types of assessments, you can get specific insights into what each employee needs to succeed. Aptitude tests measure problem-solving and reasoning skills, showing if someone needs support in analytical or technical areas. Workplace assessments look at personality traits and work styles, helping to spot issues like teamwork, motivation, or adaptability. English language tests highlight whether a communication barrier may be holding someone back.
With these insights, managers and HR teams can create targeted development plans. For instance, if a sales representative is struggling to close deals, the right test might show they need negotiation training, rather than just more pressure. Or, if an admin assistant is making frequent mistakes, their results might point to the need for a refresher on digital tools or business English, instead of general training.
The benefits are clear. Even research shows that organisations using psychometric assessments see up to a 20% increase in employee performance and a 30% reduction in turnover rates. (Source: Vorecol).
PIPs Punish Poor Performance. Training Improves Upon It.
In many companies, the underperformer is a label that tends to stick, and may hurt the employee’s confidence, self-esteem or belief that they can achieve better results. However, when assessments are carried out, they uncover how the individual can be supported instead of blamed.
The data derived forms a roadmap to guide the areas for development for an individual, enabling them with a pathway to reach their career goals within the company.
This improves the employee’s performance whilst also building a relationship of trust between the “underperformer” and the company. Employees feel seen, appreciated and supported instead of feeling isolated and fearful for their continued employment. They will be more willing to engage with a training plan that is tailored to them, and they will see the company’s investment in them at a personal level.
For managers, having data like this at hand avoids uncomfortable conversations by making the discussion about results and next steps, instead of opinions and observations. It is also key to building a company culture where upskilling is ongoing and underperformance is not treated as a stumbling block, but rather a challenge to be overcome.
HR teams may also find that the data-driven approach is enlightening in unexpected ways. Previously unknown skills, untapped aptitude, and desirable traits can be uncovered through the process. Is this person in the right company, but in the wrong role? Might this employee respond better to an alternative management style? Could this individual have previously unidentified potential? Data is the beginning of uncovering how best to utilise talent.
Data-driven Talent strategies Are for SMEs Too
No matter the size or sector of your organisation, whether you’re a small business, a growing SME, a non-profit, a government agency, or a large enterprise-making smart decisions about your people is crucial for long-term success. For SMEs, particularly, every hiring and development decision carries significant weight. That’s why data-driven talent strategies are not just for large corporations, they are essential for SMEs as well.
By leveraging objective data and assessments, organisations can make better hiring decisions from the outset, quickly identify areas for improvement, and create targeted development plans. Data-driven assessments add value throughout the employee lifecycle: from onboarding and training, to ongoing development and succession planning. They also help build critical skills internally- skills that may be difficult or costly to hire for, especially for smaller teams.
One of the key advantages of using these assessments is that organisations don’t need large HR or L&D teams to make informed, strategic decisions. With the right tools, any organisation can access powerful insights that were once available only to big corporations. This is where tools like Psychometric Assessments play a vital role.
The tools provided on Alison’s platform provide organisation with easy access to powerful data-driven insights and practical training solutions that make hiring simple. It also streamlines onboarding, and supports continuous employee development. With LMS+, businesses can rest assured that every team member is working toward the same goal – maximising productivity while keeping costs down.
With the right tools, even small teams can operate with efficiency, effectiveness and profitability.
Data-Driven Performance Management with LMS+
HR and L&D professionals and team managers can now use Alison’s LMS+ to gain data-driven insight into their employees’ performance via its integrated Psychometrics Assessment Suite, which includes:
Aptitude Tests
Via numerical reasoning, verbal reasoning and abstract reasoning tests, leaders can assess everything from problem solving to comprehension to analytical skills.
Workplace Personality Assessments
Personality assessments make it easier to understand the employees behavioural traits, communication styles, and what motivates them to ensure your teams are always on top of their game.
English Language Test
For companies managing remote staff from around the world, with multi-markets presence, and/or multicultural teams, English proficiency may be a key competency to develop.
Once you’ve gathered this data, the LMS+ platform works in unison with assessment frameworks, making it easy to provide personalised development at scale. Now a team member’s results are in, all you need to do is select from the course recommendations provided
With Alison in your corner, you can empower your workforce with the skills and knowledge they need to turn under performance into potential – even without a hefty training budget.
Assessments that are paired with an accessible, skills-based learning platform like Alison become a launchpad for improved employee performance management outcomes.
Bottom Line? Underperformance isn’t a Dead End
Poor employee performance is a challenge that needs to be addressed with the right tools. Identifying the need for this data is a step in the right direction, as it becomes a starting point for growth.
Alison’s LMS+ platform reduces the time, guesswork, and work needed to uncover performance gaps and respond with targeted, effective upskilling. It is designed for teams who want more than guesswork.
Why should you settle for vague performance reviews and blanket training? With Alison, you can get the data you need and the capability to act upon it.
Ready to transform your L&D function from reactive to proactive? Set up a quick demo to see how quickly you can adopt a data-led approach to training.
