Remote Workforce Analytics

Predictive Analytics for selecting, developing, leading and engaging talent

See also Organizational Analytics Competency Solution
Organizational/Talent Analytics Solution
Talent Readiness Solution

Chris Harry, Chief Learning Officer: “Harrison changes the game to drive performance.”

Read Remote Work 2020 – It’s a Brave New World!

Whether remote work is new to your organization or you’ve been doing it successfully for years, your employees likely have experienced both the benefits and the challenges of getting things done away from the office. Important questions to ask when implementing a remote workforce and teams:

  • How can the capacity to work remotely be measured and understood?
  • How can leaders adjust their management style to help employees succeed in a remote environment?
  • How can data and talent analytics assist in making better decisions for your organization?

Harrison Assessments has developed Remote Work Behavioral Competencies to help organizations maximize performance and meet the challenges of working and communicating in a remote environment. Using this unique behavioral competencies framework, there are two new competencies for:

  • Remote Productivity
  • Remote Communication

There are two versions of the competencies:

Remote Leaders who manage remote workers– Leaders of remote workers and teams can gain insights into their own management style and potential adjustments that will benefit direct reports and team members and positively impact organizational performance. (Click the image thumbnail for a larger view.)
Remote Workers — Employees working remotely can compare their own behavioral tendencies to those that are most likely to produce positive outcomes. (Click the image thumbnail for a larger view.)

Remote Workforce Analytics

While many people enjoy working remotely and do so successfully, many challenges can make it quite difficult for others such as:

  • Lack of self-discipline
  • Lack of clarity in deliverables
  • Lack of structure
  • Lack of social contact and potential feelings of isolation
  • Overwork/stress from not being able to switch off working
  • Difficulty prioritizing tasks
  • Managing interruptions from family, children, pets
  • Adapting to new technology and associated outages or lack of access to other resources
  • Managing physical and mental health

Predictive Behavioral Analysis for Selection, Development & Engagement in Remote Work Environments

To effectively identify potential development and training needs, The Remote Work Analysis Reports target three distinct areas:

  • Remote Work Behavioral Competencies (RBCs) identify specific traits needed for effective remote productivity and communication.
  • Behavioral Success Analysis (BSA) identifies an individual’s fit with the job which is the primary foundation for successful working whether remotely or in the normal work environment. Essential, desirable and traits to be avoided or derailers are revealed to show specific potential traits of improvement.
  • Engagement & Retention Analysis (Engagement) assesses the individual’s level of engagement also foundational for successful working whether remotely or in the normal work environment. Employee engagement expectations, motivations, and fulfillment gaps are revealed in 8 categories of work with detailed recommendations on coaching/mentoring.
Sample Overview for Remote Work Analysis:(Click the image thumbnail for a larger view.)
Sample Overview for Remote Leadership Analysis:(Click the image thumbnail for a larger view.)

Through this comprehensive predictive behavioral analysis leaders are able to support employees in the areas of concern whether related to the job fit, engagement and retention factors, as well as remote worker/leader competencies. This cost-effective set of reports can be transformative as both leaders and employees are provided insight into their behavioral preferences and how to best adjust for increased performance and improved relationships. Leaders are provided predictive tools for improved leadership, coaching and mentoring.

For sample reports and additional information contact Sheryl Dawson, CEO Dawson Consulting Group, a Harrison Assessments Solution Partner for 18 years.

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Harrison measures preferences for enjoyment & wellbeing

Chris Harry
Chief Learning Officer (1:26 minutes)

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What Clients Say…

“In every application across the talent cycle, the ROI for Harrison Assessments is excellent.”

Veronica Delgado Former Sr. VP, Global Human Resources & Workforce Development Universal Weather & Aviation, Inc.

The Coach’s Coach
“Thank you for your wonderful classroom instruction, facilitation and coaching these past 12 months which aided my successful completion of the International Coaching Federation Coach Knowledge Assessment for Coach Certification. You helped me gain understanding of many assessment resources beneficial for my coaching practice. Our work on competencies of the ICF model made a difference in my success on the exam. I was fortunate to work with two great master coaches and you are one of them!”

Bonita Lockings, ICF Certified Coach & CHRO


“Sheryl’s coaching facilitated my transition from graduate to young professional… I was able to find a great position.


The heightened awareness of how work and organizational context impacts one’s behavioral preferences is very valuable as I pursue this new phase in my career and life… Sheryl’s coaching raised my confidence to navigate future career pursuits – in a word, priceless!


“Sheryl’s coaching was very instrumental in my transition from a consulting to an operational role… The comprehensive Harrison Assessments reports coupled with her open and encouraging debriefing style, facilitated self-awareness and clarity…

Remote Working - A conversation with Dan Harrison (video)

Remote Workforce Analytics (video)

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