How an I/O Psychology Graduate Helps Improve the Workplace
Every company experiences setbacks when talented employees leave. In a good job market for workers, this problem only intensifies. Experts in industrial and organizational (I/O) psychology can help organizations meet this challenge, developing a better workplace with higher rates of employee retention and satisfaction.
Talent retention is one of the key benefits of I/O psychology and a crucial factor in business success. While most organizations measure their performance by the bottom line, making a good profit is tied to issues that include excellent communication between teams, clear career paths for talented professionals, and employees who feel motivated and valued.
Creating such an environment requires identifying and resolving workplace issues. That’s where someone who earns a graduate degree and pursues a career in I/O psychology can make a difference.
Benefits of I/O Psychology in the Workplace
Hiring an I/O psychology graduate to staff elevates an organization in numerous ways. They bring expertise in the scientific study of human behavior in the workplace. Graduates from an I/O psychology program understand individual, group, and organizational dynamics that influence conduct. They also understand the theories behind behavior and how to put potential solutions into practice. Their impact on the workplace can be felt in several ways.
Asking the Right Questions
It’s impossible to address issues without understanding them. I/O psychologists can see past the noise to find the underlying issues that hinder employee well-being and performance. Through surveys, group discussions, and one-on-one interviews, they uncover the answers to questions about handling communication, team member interactions, and decision-making processes at every level of the operation.
Retaining Talent
Talented employees are the lifeblood of an organization. Losing them is a setback for companies in competitive industries. The Society of Human Resource Managers (SHRM) notes that not everyone is replaceable. The cost of bringing in someone to replace a departing, capable employee ranges from 50% to 200% of the departing employee’s salary.
There are other, non-monetary losses. For example, when talented people depart from an organization, they often leave behind a vacuum in leadership, trust, and innovation.
I/O psychology graduates are aware of these issues, as well as potential steps to take in engaging and retaining employees. They focus on issues that keep people in their current jobs, including:
- Work that is exciting and challenging
- Opportunity for career growth, learning, and development
- Strong relationships with co-workers
- Fair pay
- Supportive management
Focusing on improvements in one or all these areas is the first step toward creating a more positive environment for employees.
Identifying Training and Development Needs
Excellent training and development opportunities go hand in hand with creating a culture of career growth, a key factor in employee retention. Smart companies establish robust training and development programs, particularly for those identified as potential future managers or executives.
Understanding the Differences of Age and Gender
I/O psychologists also understand that what leads to employee satisfaction can change with age and may differ by gender. For example, older workers may value challenging work over a supportive boss or career opportunities.
Developing Criteria for Evaluating Performance
I/O psychologists consider numerous factors that inform employee evaluation. According to the American Psychological Association, they may play a significant role in developing company-wide policies on how much weight each factor should be given in an employee’s evaluation. This can prove especially beneficial for human resources when screening job applicants.
Training Top Executives
Supportive management and a culture of commitment to employees are among the most significant factors in employee retention. I/O psychologists may offer training classes for executives on methods for building a better workplace. They may work on developing written policies that support a better workplace. They may also assess consumer preference and use that information to better advise executives on the type of work culture they need to make products and services that satisfy customer demands.
The benefits of I/O psychology in the workplace are wide-ranging. I/O psychology graduates can provide guidance to organizations, positioning them to develop a company culture that supports a high-quality workplace and, in turn, leads to greater financial success.
Touro University Worldwide’s Online MA in Industrial and Organizational Psychology
Touro University Worldwide’s online Master of Arts in Industrial and Organizational Psychology equips students with the skills to enhance workplace effectiveness through evidence-based approaches. Designed for professionals in academia, government, consulting, healthcare, and private industry, the program emphasizes behavioral science, assessment, and data analysis.
Core coursework explores topics that include organizational behavior, change management, leadership development, teamwork, and performance evaluation. All courses are taught in accelerated eight-week sessions with no GRE requirement.
Graduates choose from three concentrations: Coaching and Consulting, Human Resource Management, or Occupational Health Psychology. This allows each student to tailor their studies to help them achieve specific career goals.
