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Incorporating CliftonStrengths into the Employee Life Cycle

Creating meaningful interactions at each stage of the employee life cycle can be achieved by leveraging employees' CliftonStrengths, a proven driver of positive business outcomes. By adopting a strengths-based approach, organisations can enhance employee experience and improve performance.

1. Attract: Establish a reputation as a strengths-based organisation.

In today's competitive job market, employees seek more than just a paycheck. They desire an employer who recognises and utilises their unique talents and offers opportunities for purpose and growth. By promoting a strengths-based culture, organisations can differentiate themselves as an employer that values individuality and supports employees in fulfilling their dreams.

2. Hire: Communicate your identity as a strengths-based organisation.

The Strengths Company provides talent-based hiring solutions that align individuals' innate tendencies with specific roles. While CliftonStrengths assessment should not be used for hiring decisions, we collaborate with clients to build assessment structures that align with their needs.

Conversely, highlighting your organisation's strengths-based development approach during talks with potential candidates is a compelling selling point for me. It's possible that prospective employees may need to be made aware of your organisation's emphasis on valuing the CliftonStrengths of individuals and teams. Articulating how your organisation's focus on CliftonStrengths is an integral part of your workplace culture can help convey the unique value proposition to potential candidates.

3. Onboard: Foster a common language for connection.

CliftonStrengths provides a common language for managers, employees, and teams to engage in conversations about preferred work styles, management approaches, and collaboration. Managers should ensure that employees receive their CliftonStrengths results and receive focused coaching on applying their strengths to excel in their roles. We assist in building onboarding programs and training managers accordingly.

4. Engage: Empower employees to utilise their strengths daily.

Employees who are empowered to utilise their strengths become more engaged, innovative, and productive. A strengths-based culture is critical to aligning employees with their natural talents. We assist in creating and tracking employee engagement data.

5. Perform: Integrate Strengths into Performance Management.

Traditional performance management that focuses on fixing weaknesses can demotivate employees. In contrast, CliftonStrengths coaching that emphasises strengths has resulted in higher performance, productivity, and customer metrics. By coaching employees to leverage their natural talents, organisations can empower them to reach their full potential. We assist in setting up organisational goals and performance measurement systems that align with employees' strengths.

6. Develop: Integrate Strengths into Talent Management by transforming internal programs.

Growth and development are only sometimes about promotions or pay raises. They encompass improving performance, expanding knowledge and influence, and deepening self-awareness. The Strengths Company can help organisations build learning systems and programs that facilitate employee development and improved performance.

7. Depart: Strengths-based development aids in retention and creates lifelong value.

A strong retention strategy is essential in a competitive job market. Retaining top talent saves organisations time and money and protects against cultural changes. A strengths-based approach has been shown to reduce turnover by up to 72%. Even when employees eventually depart for various reasons, organisations can create brand ambassadors to recommend your organisation to others.

If you want to positively impact your employees' experiences and the company's bottom line, implement a strengths-based culture. Don't you know where to start? We can help, drop us an email.

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