Harrison Assessment Tests Engagement and Retention Analysis 4

Question 1

How does Harrison Assessments differentiate between 'can do' factors and 'will do' factors in the context of employee retention?

Accepted Answer

'Can do' measures skills and knowledge; 'will do' measures trait-driven motivation and engagement

Answer

Harrison distinguishes 'can do' (skills/competencies) from 'will do' (traits and preferences), emphasizing that retention depends primarily on 'will do' factors because motivation sustains long-term engagement.

Question 2

An employee scores high on 'frankness' and low on 'diplomacy' in a Harrison Assessment. In which work environment is this person most likely to disengage?

Accepted Answer

Environments with rigid hierarchy and cultures prioritizing indirect communication

Answer

High frankness without diplomatic balance creates friction in cultures that prize indirect or politically careful communication, leading to disengagement when the employee's natural style is penalized.

Question 3

When using Harrison Assessments for succession planning, which engagement factor is most critical to assess in internal candidates?

Accepted Answer

Trait alignment between the candidate's profile and the engagement requirements of the target role

Answer

Succession planning requires verifying that the promoted employee's traits will generate engagement in the new role, not just their performance in the previous one.

Question 4

A Harrison Assessment retention analysis reveals that a department's turnover spikes at the 18-month mark. What trait misalignment pattern typically explains this?

Accepted Answer

Employees with high enthusiasm who become bored once initial novelty wears off and challenge decreases

Answer

Harrison research links 18-month turnover spikes to high-enthusiasm employees whose engagement was driven by novelty; once the role becomes routine, the trait mismatch with 'wants variety' drives departure.

Question 5

In Harrison's engagement model, which intervention is most effective for retaining employees who score high on 'wants learning opportunities'?

Accepted Answer

Creating structured learning pathways, mentorships, and cross-functional project exposure

Answer

Employees with a strong 'wants learning opportunities' trait in Harrison require structured developmental experiences to remain engaged; passive access to learning is insufficient.

Harrison Assessment Tests Practice Test

Harrison Assessment Tests Practice Test

Harrison Assessment Tests Engagement and Retention Analysis 4