April 15, 2024

1 min reading time

How can psychometric behavioural tests inform future workplace trends?

You have probably realised that the workplace is changing. Fast. In 2021 alone, 66% of leaders considered redesigning their office space for hybrid work to accommodate flexibility, and a further 85% of managers think that remote teams will become the new norm. The modern workplace is nothing like the workplace of a few years ago and many businesses will need to catch up.  

So how are psychometric testing and the changing workplace linked? Well, behavioural psychometric profiling is designed to reveal how your teammates and colleagues prefer to work; what their resilient strengths are, how they deal with setbacks, and what they need from others to thrive. With the data we capture, we can support you in designing a workplace that will get the best results for your team and your business. We can help you proactively respond to workplace trends instead of reacting to them.  


Here are just two workplace trends we have been tracking and what behavioural psychometric profiling can offer.


Increased priority towards mental health provision  


One trend that many people see growing in the next few years is the prioritisation of mental health provision, at the request of both employees themselves and senior management.  


It is no secret that since the Great Resignation employees have been more open about the risks of burnout, exhaustion and stress when it comes to work and the effects of a dysfunctional workplace.  


Indeed, 98% of managers believe that managing employees’ mental health is a 2022 business priority, according to HRNews.  


The importance of supplying excellent mental health provision takes a lot of listening to your employees and this is where psychometric behavioural profiling can help you.  


Behavioural profiling is person-centred; it can reveal the ways people individually prefer to work – how to motivate them; how to engage them; how to help them perform at their best, whether it be in teams or alone, with clear task lists or space to be creative. The list goes on. Some of the issues that contribute to negative mental health are revealed by listening to how people prefer to give their best at work.  


Increasing demands for flexibility and rejection of work ‘rigidity’ 


In a similar vein to an increasing call for better mental health provision, rising numbers of workers are looking for flexibility in how they work and overall reject the traditional 9 to 5, 5 days a week in the office structure.  


The CIPD have found that 13.1% of workers use flexitime with a relatively even spread between age groups and genders, meaning that they can pick their start and end dates to a degree and choose their own break times too. They further found that this trend has been increasing for much of the last decade and despite a blip during the pandemic, continues to appear. Furthermore, remote working stays the new normal as 30% of the UK workforce is working remotely at least once a week in 2022 and 1 in 5 wish to work remotely. 


We think it is interesting that “remote jobs” has been searched for over 18,000 times per month on Google – a 410% increase over the last 5 years. People are wanting more flexibility to make their job work for them, as much as they work for their job. 


Psychometric behavioural profiling comes into play here perfectly – with the data we capture, we can reflect on people's preferences for remote or in-office work, and how they work best in both locations.   


The solution – what's next?  


By considering behavioural profiling you can start to eliminate the guesswork and take a more proactive approach for your workforce.  


Our behavioural psychometric reports highlight the best ways to communicate and collaborate so you can respond to the changing world of the workplace and reach your business priorities.  


You can find out more about our psychometric testing tools here 


Why not also check out our other blog posts on topics such as learning development, change management and team work on our blog page 

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