Doing what we’re good at is good business

Strong evidence suggests engaged employees are higher performing employees, they identify with the mission and vision of the company, and understand how their role supports that mission.

Gallup recently reported a strong relationship between employees utilizing their strengths and heightened employee engagement.  Seems like common sense to me.   This also applies to you personally.  If you’re personally feeling burned out or disengaged at work or in your life, reduce some of the tasks you don’t like or just aren’t good at, and add more activities you really enjoy.  Simple, but not always easy.  Start with a couple of things and you’ll be surprised how refreshing it can be.

Employees are eagerly hired to do a job by the manager because of their strengths, capabilities and experience.  All too often, duties change and the employee is tasked with activities which may not be aligned with their strengths.  Two typical outcomes–one, the employee doesn’t  do as well as someone who IS good at that task and probably wouldn’t mind doing it, and second, resentment and frustration build, often leading to disengagement  and declining performance in other areas.  It’s a downward spiral which can be mitigated if someone’s paying attention.

A few simple steps

  1. The manager should ask the employee what they consider to be their strengths, what do they enjoy doing (often the same).  Then together they figure out a way for the employee to do more of those activities  and less of what he or she feels they aren’t good at.
  2. The company on a regular basis surveys the company with a brief Employee Climate Survey which identifies issues, what’s working and what’s not in a meaningful way.  Engagement can be improved and situations remedied once the indicators are identified.
  3. Take action sooner than later.  There are so many simple, easy remedies to situations which will enhance the employee’s engagement, improve productivity, and make your organization a happier  place to work.

 

 

This entry was posted in Employee Retention, Talent Management and tagged , , , , . Bookmark the permalink.

Comments are closed.