I am looking for a personality assessment to match our current call center employees to our current call center managers to optimize employee-manager relations, production, and decrease turnover. Does anyone have any recommendations for this type of process and assessment?

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I would recommend you doing a DISC assessmente with Group DISC or maybe a MBTI eith Group analysis as well.
My only recommendation for you is to keep in mind that some diversity of thinking is needed and complementary profiles are stronger than only similar ones.
Bottom line: try to avoid mono-thinking. It's Better invest on how the manager should learn to underpin value from all different personality types. By knowing their types he can flex and adjust to create relevant interactions. Hope that helps

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We use Strength finders within our teams. You can either wait matches or opposites, deepening on what your goal is.

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SF is great as long as you keep in mind that it reflects relative strengths, not absolute. So it rank-orders your strengths (as per Gallup/Clifton), but you have to be clear that, for example, your #1 strength could score at 55/100 but someone else with the same strength at #6 could score at 90/100.

Following, as I've thought of something similar for my own people.

Harrison Assessments are useful in this area, but not likely to be cost effective for call center

Interesting — would love to know more. I have seen people talking about Harrison a lot but haven’t been able to find any technical assessment data on the product yet, and the vendor I’ve seen so far seems to rely heavily on face validity.

I've used predictive index in the past. Their system can come with tools(if it's added to your package) to help the managers understand how to lead their employees better.

I like Workplace Big Five, StrengthsFinder, and DiSC. I echo the concerns mentioned in other responses here - diversity in teams is important, and I'd be more concerned with job fit and manager competency in building teams than aligning employee/manager personalities. I have a hunch if you focus on ensuring employees are in the right roles, your processes aren't standing in the way of performance, and managers are skilled in building relationships and teams, you'll see improvement in all three areas you mentioned.

I CANNOT recommend ADEPT- 15 enough. Aon offers the assessment and they work with you to create a personalized profile based on the skills and competencies needs to be successful in the role. It's not a one size all fits approach and they have a ton of data and research to show how using it can impact hiring people with the right skills that stay on the job longer.

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