Assessment Tips

In recent years, many organizations have noticed a clear increase in employee turnover. More people are choosing to leave their jobs and rethink their careers. This shift is driven by broader changes in how people view work and their place within it.

As employees reflect on their motivations, values, and long-term goals, organizations are increasingly looking for better ways to understand fit, potential, and development. An assessment or online assessment helps provide objective insight into whether a role truly matches a person’s abilities and expectations. This makes selection and development decisions more informed and future-proof.

This development affects almost every sector, although some roles are more sensitive than others. Positions with high pressure, heavy workloads, or limited flexibility tend to experience higher turnover. In these environments, tools such as a cognitive ability test can help predict how well someone will handle complexity, change, and problem-solving demands before mismatches occur.

Smaller and medium-sized organizations often face additional challenges in attracting and retaining qualified professionals. Competition for talent has increased, and candidates are more selective about working conditions, growth opportunities, and organizational culture. Using an online assessment during recruitment helps these organizations make better hiring decisions and reduce early turnover.

Overall, labor mobility is rising, and the meaning of work is evolving. Organizations that use assessments, including cognitive ability tests, gain clearer insight into people and roles, and are better equipped to build sustainable teams for the long term.

When people don't become happy

Many people resign because they are not happy in their jobs. Their personal motivations are not reflected in their work, and for many, the role has become primarily a source of income rather than fulfillment. This lack of alignment often leads to disengagement and, ultimately, resignation.

In the past, a positive work atmosphere and daily interaction with colleagues partly compensated for this mismatch. As remote and hybrid working have become more common, the sense of connection with colleagues and the organization has weakened. This makes dissatisfaction more visible and harder to ignore.

A work happiness test helps organizations gain insight into what truly motivates employees and how they experience their work. By measuring factors such as engagement, satisfaction, and alignment with organizational values, organizations can take targeted action to improve wellbeing, strengthen connection, and reduce unwanted turnover.

Not enough challenge

It may be that an employee has been in the same place for years. He or she has "mastered the art" and is functioning fine. But is this employee really satisfied? Or is it mainly the social aspects of the work that bind him or her together? If an employee feels insufficiently challenged in his job and also sits alone at home all day, the chance increases that another job will suddenly seem very attractive.

Too much challenge

In more traditional work settings, it was relatively easy to notice when the workload became too heavy or when an employee was struggling. With remote and hybrid working, new challenges have emerged, and signs of stress or overload are less visible. Employees may feel they are working extremely hard while also feeling isolated, which can lead to dissatisfaction and disengagement.

This is especially relevant for international employees who work in a different cultural or organizational context. An assessment for expats helps organizations gain insight into how well someone is coping with workload, communication, and integration within the team. Even in hybrid environments, it is essential to keep a close connection with colleagues and understand when demands become too high.

By using an assessment for expats, organizations can better monitor wellbeing, provide timely support, and ensure that international talent remains engaged, productive, and connected to the organization.

Prevent employees from leaving

With the shortage in the labor market, it's important to retain talent. But how? Raise wages. In some industries, where employees feel underpaid, this will make a difference. Or organize a company party to strengthen the bonds.

These kinds of interventions seem like a solution. But the dissatisfaction remains. An unpleasant work atmosphere won't get better by giving everyone an extra 10%. The feeling that you are in a bullshit job does not go away by a fancy drink on Friday afternoon.

Try to discover the real problem. When you know the root cause, only then can you look for a real solution. Often that's tricky to do.

Know what drives your employee

Do you know the motivations of all your employees? Really? The online career test The Bridge Career takes barely 45 minutes. Your employees take it online, after which you will see in a scientifically substantiated report exactly what motivates your employees, what competencies he or she possesses and what career path is most suitable.

Do you see differences between what your employee likes and can do and the content of his or her job? Start a conversation. Perhaps you can make the function more attractive with some small adjustments, which can bind valuable talent to you. Or perhaps someone is perfectly suited to another (open) position.

Take the time to find the right match

Sometimes it is not possible to adapt a job's content to an employee's motivations. When he or she leaves, a vacancy arises. Naturally, you want to fill this as quickly as possible. However, it pays to take the time for a careful selection. If you don't want your new employee to leave just as quickly as they arrive, it is important to ensure a good match between the their motives and the position.

To measure is to know

A good personality test or online career test helps organizations offer roles that truly match what employees need and value. When people feel aligned with their work, they are more engaged, motivated, and satisfied in their jobs.

By making it easy to order online assessments, organizations can proactively gain insight into preferences, motivation, and career direction. This supports better decisions around placement, development, and retention.

Organizations with happy and engaged employees are far less vulnerable to high turnover. When people feel understood and supported, large-scale resignation trends are much less likely to have a negative impact.