Having these three elements means empowering your managers, developing your employees and improving your organization's performance.
1, Strengths-Based - People succeed when they focus on what they do best.
Almost 7 in 10 (67%) employees who strongly agree that their manager focuses on their strengths are engaged. When employees strongly disagree with this statement, the percentage of workers who are engaged plummets to 2%.
- Organizations that focus on people's weaknesses create stressed employees and it fails to improve performance in the long run.
- Employees need opportunities for development that focus on their strengths. - People who use their strengths on the job are more motivated. Simply because work feels less like "just a job" to them.
Companies That Have Implemented a Strengths-Based Culture Practice Have Seen Up To:
People who learn to use their strengths every day have
7.8% GREATER PRODUCTIVITY
Take Action Today
Employees want to maximize their contributions, but when they are in roles that don’t allow them to use their talents or strengths, outstanding performance can be challenging to achieve. Start having strengths-based conversations today.
1 - What do you really love about your work?
2 - What activities do you seem to pick up quickly?
3 - Of all the things you do well, which two or three do you do best?
A strengths-based approach to employee development is based on the idea that our greatest opportunities for success come from the productive application of individual talents — naturally recurring patterns of thought, feeling or behavior that can be productively applied. By refining our talents with skill, knowledge and training, we can develop them into strengths.
2, Engagement-Focused - People perform better when their needs are met and they feel supported.
Highly engaged teams realize a 17% increase in productivity.
- When we talk about engaged employees, we don't just mean they are happier. We mean they are better performers. - Our engagement-focused advice and best practices help managers address employees' basic workplace needs of belonging and having the right equipment to do their jobs. - Because when you take care of your employees, they can focus on doing great work.
3, Performance-Oriented - People achieve more when they're working toward a goal.
Employees who work for a manager who helps them set performance goals are 17 times more likely to be engaged than disengaged.
- HR initiatives and employee surveys fall flat because they miss one component: They don't tie to performance goals. - Employees want to achieve great things and do their jobs well. - Performance-oriented managers help their teams focus on their most important objectives and desired outcomes, showing employees how their work connects to the organization's overall success.
We help people's jobs feel less like work. We want to help create workplaces where people thrive in their job and their life. Because when people succeed, your business gets better. Through our expertise in employee surveys, the CliftonStrengths assessment and advice backed by decades of workplace research, we can help you create an exceptional workplace.