The Challenge for organisations today is DISENGAGEMENT
In the recent Global Workplace report, Gallup concluded that only 20% of the workforce world-wide, is engaged. Gallup defines engaged employees as: Those who are involved in, enthusiastic about committed to their work and their workplace.
Since 2020 having an engaged workforce is more important than ever. Organisations with high employee engagement are more resilient and to weather the many challenges that come with a pandemic, economic collapse and/or social unrest. During tough times, employee engagement predicts the resilience of the workforce. During recovery times it predicts lower unemployment and the retention of star employees. And during all times engaging workplaces with great managers build organisational reputation and an employment of choice brand.
Based on Gallup’s over 50 years of employment engagement research, we know that engaged employees produce better business outcomes than any other employees across industry, organisation size, nationality in good and bad economic times.
As organisations transition to the next normal, the way that your organisation treats employees and how employees treat each other can positively affect their actions or it can place your organisation at risk. Increasing employee engagement would have a profound positive impact also on your employees’ mental health and overall well being.
What people want most is to feel that they are contributing meaningful work. They want to have purpose and meaning and want to be known for what they are good at. This is what drives employee engagement. The most engaged teams share a mission and purpose, understand each other and most of all, they have an awareness of each other’s talent filters.
One factor has a more immediate and lasting impact on lifting and improving employee engagement than any other. This factor is taking a strengths-based approach towards employee talent and abilities.
Helping employees accurately identify, understand and manage their unique talents into strengths and giving them opportunities that align with their strengths, is the single most effective factor in changing employee engagement for the better.
CliftonStrengths® is the code that cracks open your awareness of your talents.
We follow a Strengths-based approach as oppose to a
weakness fixing approach
During the last two decades the philosophy of strength-based organisations has gained considerable momentum. This momentum is propelled by growing research that suggests a relationship between a strengths-focus and increased organisational productivity, profitability and well-being. The approach that we follow is to maximizing human potential by raising awareness, activating and then actioning Strengths of the individuals in order to create high functioning teams.
The strength-based approach is characterized by a high level of curiosity about, and respect for, the unique potential and untapped genius of each human being. Organisations are more than the sum of the individuals that compose them, but the most basic and perhaps the most important form of strengths investment lies with the individual. When more individuals within organisations have their talents identified, understood and integrated into their lives, the organisation has greater potential.
The CliftonStrengths assessment is well researched and accurate as it is backed by 40-plus years of on-going research by the world-renowned Gallup Organisation, used in more than 140 countries, and in numerous Fortune 500 Companies globally. The CliftonStrengths tool is universal – not gender, race or culture specific, but human specific and identifies our predominant patterns of thinking, feeling and behaving. It levels the playing field in teams as they discover and appreciate the uniqueness that they bring to the team that does not involve race, gender or culture. In this way teams create a new language of relating to each other which in turns positively impacts the culture of these teams.
Here are three ways a Strengths approach can improve employee
engagement in any organisation:
1. Focus employees in areas of greatest potential
StrengthsFinder shows people what they are naturally good at through a report highlighting areas of their greatest potential. Research shows people with a positive experience with strengths are six times more likely to be engaged.
When you become more aware of your areas of greatest strength, you naturally want to find ways to use them. Knowing this, employees can manage job responsibility to help them spend most of their time in areas of greatest strength. When you focus the majority of your time in an area you’re uniquely good at, you’ll enjoy it more. When you enjoy doing something, you are more productive, and contribute at a higher level.
2. Build trust among the team
Once you become aware of your areas of greatest strength, you have a responsibility to share with your team. Having a group understanding of strengths, allows the team to expect each other to operate out of their areas of greatest strength. When you understand the role you play in the context of the larger team, you are able to appreciate and trust what your team members bring to the table. It is hard for team members to remain disengaged if their own team is constantly asking and expecting them to operate in areas they are naturally good at.
3. Team commitment and moral is raised
When individuals become more engaged, they engage others on the team. When teams become more engaged, they raise the performance level for an entire organisation. People want to play on the winning team, and want to play a significant role. When you are part of something that’s going well, you want to focus your time and energy to help it thrive. This is the essence of having a strong culture. StrengthsFinder can increase employee engagement by helping you focus on your people, your team and ultimately your culture. When organisational culture is strong and thriving, it’s difficult to have employees who are actively disengaged.
Teams running @FullStrength:
Are engaged, positive and contributes to the overall culture of the organisation
Are high performing, effective and deliver rapid results for the organisation
Implement appropriate execution strategies and action plans to deliver on strategic objectives
Avert potentially derailing team process and relationship issues
Create and commit to strategies for Interdependent team Performance, Communication and Interaction
Know themselves, know each other and know how to leverage strengths and manage around weaknesses in the team
Know how to set goals and achieve them
Know how to break through the Terror Barrier if it presents itself
Know what their contribution to each other is and know how to ask for what they need
Respect diversity and know that difference is not wrong, it is strong
Are self motivated and know how to solve problems
Create spectacular results
READY TO START THE @FULLSTRENGTH JOURNEY?
Let's set up a meet and greet. Email me!
Let's meet up and discuss to what degree you would want to operate @FullStrength
Approve the proposal and start discovering your strengths!
CLIENTS WHO BENEFITED FROM THE
From the onset I was challenged to be truthful with myself and accept both my strengths as well as my non-patterns. As my level of awareness was raised, I had this desire to take my wife and family with me on this journey. The journey not just changed my life, or my perception of life, but I could utilize the tools I obtained during this journey and actually impact the lives of those dearest to me. This has brought about a radical change in my personal relationships, which I think would not be possible without the guidance of Berdine.
For the first time in probably my life, I have a handle on my thinking, feeling, behaving and channeling myself in such a way that people receive me in the best way possible. Did this journey hand me the answers? No. Did this journey give me the tools to be a better person, professional, friend, partner and colleague? 100% yes. This Journey has not only cleared my mental path for me, but settled my internal battles, which as anyone would know, are the biggest, toughest battles of them all.
Business Development Manager
Without a doubt I believe that the exceptional financial results the business has delivered this last fiscal year has been in part contributed to by a greater awareness we collectively have gained through the @FullStrength Journey about where we as individuals and as a business are strong, and where we can improve and who will be best equipped to drive that improvement.