Employee Development Assessment That Pays You Back

Q: Which assessment do you use for development?

[Behavioral Essentials](/behavioural-assessment) for most populations, and Behavioral Deep Dive where the role or the program justifies more depth. Both are powered by Wave®, [our own assessment science](/science), which the British Psychological Society, the UK's chartered body for psychologists, rated 27 out of 30 across six technical areas.

Around 4x

development aimed with Wave®, our own assessment science, lands around four times more often than the average tool

~75%

of the development effort that would otherwise miss, recovered and put to work

~60%

more accurate on what each person should actually be working on

Wave Connect

From a manager's next one to one to a CHRO's workforce plan, with the insight surfacing in the AI tools your people already use.

See the platform

Behavioral assessment

Choose the length and the depth the role needs, without giving up predictive strength.

See the assessments

Development plans

Evidence on where to aim the spend, in something people come back to rather than file.

How a debrief works

360 feedback

Multi-rater feedback without the administration that usually comes with it.

See 360 feedback

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Tell us who you are developing
and we will show you how

Six places people usually start. Pick the one that sounds like the program you are running.

How do I develop the leaders I already have?

Your senior people are the most expensive to lose and the least likely to be told the truth about themselves.

Grow the best leaders

How do I develop everybody else properly?

Managers promoted for performance rather than people skills, and a professional population whose development is one annual review.

Develop your professionals

Why is this team not performing together?

The people are good and the output is not. There is friction in how they work together that nobody can name.

See how your team works

How do I develop new joiners from day one?

There is no performance history to aim at yet, and the first eighteen months decide how fast they grow and who stays.

Develop your new joiners

Who will cope with the change we are making?

The plan is signed off and you are about to ask several thousand people to work in a different way.

Find out who is ready

How do I lift the middle of my sales team?

Coaching is spread evenly across a team whose performance is not, and the middle of the leaderboard never moves.

Coach your sales team

Better aim

The same budget, pointed at what changes each person's performance rather than spread evenly across a cohort.

An accurate read on each person
Strengths and limitations, not labels
British Psychological Society: 27 of 30

Right depth

The same science at different lengths, so a new graduate and a board member are each read properly.

A short read or a deep one
Works from graduate to board
No psychologist needed to run it

Plain language

Line managers get words they can use in a one to one, so the plan survives past the debrief.

Written for people, not experts
The same language across the business
Conversations that keep happening

Frequently asked questions

If it is not here, ask us. You will get a fast answer from an expert, not a form reply.

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What is an employee development assessment?

An employee development assessment is a behavioral assessment used to work out what a person should develop, rather than whether to hire them. It reads how someone works, where their real strengths and limitations sit, and what would make the biggest difference to their performance.

How is this different from running a training program?

Training decides what everyone learns. Assessment decides what each person needs before the training is chosen. Most development budgets are spent carefully and aimed badly, so the same money produces very different results depending on how accurately it was targeted.

Do our managers need to be qualified to use it?

No. Managers get a plain-language view written for someone running a one to one, not for a psychologist. If you want to run debriefs in house, we accredit your own team to do it through our training

Can we use this across different levels and roles?

Yes. The same science runs at different lengths and depths, so an early careers joiner, an experienced professional and a board member are each read properly without moving to a different tool or a different framework halfway up the organization.

How do we know whether the development worked?

Up front, we show you where to aim and evidence that the aim is more accurate. After that, our team works with you to measure what the program changed, so you can analyze impact in a way that suits your organization.

Which assessment do you use for development?

Behavioral Essentials for most populations, and Behavioral Deep Dive where the role or the program justifies more depth. Both are powered by Wave®, our own assessment science, which the British Psychological Society, the UK's chartered body for psychologists, rated 27 out of 30 across six technical areas.

Tell us who you need to develop

Tell us the population you are developing and we will show you how this works.

Get four times the development impact