There's no such thing as a perfect employee. Everyone has
something to contribute, and hopefully you have a solid team of
dedicated professionals you can count on. However, all employees
have areas they could improve. As the leader of your team, what is
your approach? Do you focus more on developing their strengths or
helping them address weaknesses?
That's the question posed in this month's Harvard
Business Review. New research evaluating decades of data in
the American workplace has brought researchers to an interesting
conclusion: focusing on employees' strengths, rather than their
weaknesses, resulted in increased sales, profit, and employee
engagement. These were companies who assessed their workers to find
their strengths, then provided ongoing coaching and positioned them
to do the work they liked, which suited their strengths. It's
not surprising that this approach would produce happier, more
motivated employees, but the research also shows that this strategy
is good for the bottom line.
How exactly do these factors translate in financial terms? The
research was evaluated in six categories: sales, profit, customer
engagement, turnover, employee engagement, and safety. Businesses
that implemented strengths-based management practices realized the
10%-19% increase in sales
14%-29% increase in profit
3%-7% increase in customer
9%-15% increase in engaged
6- to 16-point decrease in turnover
(in low-turnover organizations)
26- to 72-point decrease in turnover
(in high-turnover organizations)
22%-59% decrease in safety
These businesses were successful with this strategy because it
was embraced from all levels of leadership, management, and the
entire organization. When the whole company was engaged in these
efforts, the greatest benefit was realized. For more information,
see the full article.
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guide to the subject matter. Specialist advice should be sought
about your specific circumstances.
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