As the term implies, situations in a workplace can change. An employee’s supervisor, for instance, may begin to develop a personal relationship with him. An employee who has been assigned with a new manager might have trouble adjusting to a new boss and his personality. It is necessary to be able to assess these situations so that an individual will be able to function in a workplace that is constantly changing.
Situations that affect an employee’s performance are often described using terms such as conflict, uncertainty and pressure. These are commonly referred to as conflict-driven and uncertainty-driven situations. A critical problem with this type of assessment is that an employee may have difficulty explaining his or her reaction to certain types of situations. Thus, the ability to clearly express your reactions in front of others may be difficult for you to do. An interviewer will need to know what type of reaction you actually had when a certain event occurred.
An assessment that attempts to evaluate the applicant based on his or her reaction to certain situations can also be difficult if the assessment is not structured in an appropriate manner. The assessment can include questions such as, “Upon receiving this report, did this situation make you feel excited and confident, afraid and nervous, stressed and overwhelmed, or sad and down?” In order to create a more thorough evaluation of your applicants, you should conduct several tests in each area of the assessment in which you need to assess the same applicant.
If you use a situation-driven assessment, the assessment is typically designed to help you answer questions concerning the applicant and how he or she may react to the specific scenario that was presented to them. For instance, if you want to evaluate a new employee, you might be able to ask him or her, “Based on your previous experience in this position, how would you react to this situation? “An assessment that includes this question may include questions like,” Upon receiving this report, did this situation make you feel happy and satisfied, sad, stressed and overwhelmed, nervous and fearful, or angry? “How did you respond when you first received this report?”
Another critical assessment is a conflict-driven assessment. When you assess an employee through this type of assessment, you try to determine whether your assessment is accurate based on the information you have learned about him or her. The assessments will include questions such as “Based on what you have read about this candidate, were you satisfied with the way he or she handled situations where this applicant was involved, or were you dissatisfied with the way the person conducted the job?”
A situation-driven assessment will involve a series of questions that focus on the type of feedback you got from your past clients and the problems they faced in their past jobs. Questions that involve identifying the results of the assessments will also be part of the assessment. The purpose of this is to evaluate the current state of the applicant, to determine whether he or she is capable of working with a particular situation.
A critical assessment will focus on how you expect your employee to respond to the information that is presented during the assessment. For example, you may ask an employee, “Based on your previous employment and the feedback you’ve received, was the feedback from the previous employer satisfactory, unsatisfactory or poor?” You will then use the results of the assessment to help you determine your employee’s performance.