It's not a nice term. Employee loyalty sounds somehow harsh and authoritarian. It is therefore better to talk about loyalty or commitment. These emphasize the aspects of the relationship between employees and the company better. In any case, what is meant is long-term and satisfied employment relationships, which have a positive effect on performance. But how do companies manage to positively influence the loyalty and commitment of employees? What does this have to do with skills-based hiring and soft skills diagnostics?
There are numerous measures to increase employee loyalty. The most important is probably emotional commitment. Companies achieve an emotional bond through authenticity and the creation of a common identity. These soft factors are the basis for identification and are also summarized under the term "culture". Through a strongly anchored culture, employees experience more meaning in their work and their contribution to the team or company. The emotional bond and sense of belonging are strengthened.
Skills are competencies. Competencies include a whole bundle of skills, knowledge, values and behaviors that enable a person to successfully complete tasks, master challenges and act effectively in different contexts. Competencies (skills) go far beyond technical skills, as they also include values and behaviors in specific situations. Values relate to the inner attitude (mindset). Values determine actions. The individual values of managers and employees therefore determine the corporate culture.
Example: If consideration of private matters is seen as an important value, the culture is different than if the importance of rewarding performance is prioritized by individuals.Soft skills analysis as the key to greater loyalty Personnel diagnostics in general or soft skills analysis in particular make individual differences in the values (mindset) of individuals visible.
If the values and the culture fit together, this has a positive influence on the loyalty and commitment of employees. The challenge in recruiting in particular is to reliably identify this fit within the framework of the recruitment processes used today. The use of soft skills analysis in combination with professional aptitude diagnostics makes a valuable contribution here.
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