Are your employees resigning or just quiet-quitting? "My manager" is the No. 1 reason for employee turnover and "quiet-quitting." You will find many of these managers never learned to manage employee performance.

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Are your employees resigning or just quiet-quitting? "My manager" is the No. 1 reason for employee turnover and "quiet-quitting." You will find many of these managers never learned to manage employee performance.

Help your managers grow their performance management skills, handle marginal and super-star performers, and generally retain talented employees. We will assess and develop your managers' performance management skills through COMPETEX-TM by Skiversity, Inc.

COMPETEX-TM takes performance management to a new level. A web-based assessment tool that does NOT ask about one's personality, interests, or work habits. Instead, it incorporates a unique, hybrid measurement technique involving competency-based situational judgment, which captures reactions to carefully crafted real-world business situations that managers face in the next generation workplace.

COMPETENCIES ASSESSED BY COMPETEX-TM:

Relevant and Engaging

Contrary to outdated assessments, COMPETEX-TM cases are business-relevant, engaging, fun, and easy to answer -there are no right or wrong responses, only answers that reflect your performance management style.

User-Friendly

User-friendly, web-based business cases that take about 5 to15 minutes to answer each, for a total of 60 to 90 minutes to complete the entire assessment. Each case typically targets one to three competencies. Shortly after answering these online cases, respondents receive their COMPETEX-TM profile outlining their performance management strengths and developmental needs. An optional 30-minute feedback session helps users understand their profile and put together a developmental plan.

Sound measurement

COMPETEX-TM was developed by expert Ph.D.'s in Industrial/Organizational Psychology with over 30 years of experience. Responses from more than 6,000 managers in the U.S., Europe, Asia, and Latin America were factor-analyzed to form competency scores. These scores demonstrated a meaningful pattern of correlations with personality scores for a subset of more than 1,000 of these managers. These scores have proven to predict performance management as evaluated by over 4,000 peer-based ratings.

COMPETENCIES ARE GROUPED IN THREE CLUSTERS: LEADING, OTHER, AND CRITICAL-THINKING ORIENTED