Leading with Strengths

Motivating Employees by Building on Strengths

According to Gallup's "State of the American Workplace" report, employees who use their strengths every day are six times more likely to be engaged at work. As a manager, you hold the key to unlocking this potential by focusing on what your team members do best. But how do you achieve that? One effective way is to help employees identify and build on their strengths. While a lot of effort can be devoted to improving weaknesses, focusing on strengths will provide a much better return on time invested.

When you focus on an employee's strengths, you are giving them the opportunity to excel in their work. This, in turn, will create a positive impact on their motivation levels. This will also make it easier to have conversations and actions around how to improve weaknesses. Here are some ways to motivate your employees by building on their strengths:

Identify their strengths

The first step in building on your employees' strengths is to identify what those strengths are. This might sound simple, but it can be more complex than it seems. People are often modest or unaware of their own capabilities, which means you may need to dig a little deeper to uncover their true potential.

Start by conducting regular performance reviews, not just to evaluate their work but to observe patterns. What tasks do they excel at without much effort? What kind of work do they seem to enjoy the most? It’s also useful to ask them directly about their strengths. You might say something like, "What part of your job do you feel most confident in?" or "What do you enjoy doing the most at work?"

If an employee struggles to identify their own strengths, consider using tools like strengths assessments or personality tests. These can offer valuable insights and spark meaningful conversations. Once you've identified their strengths, assign them tasks that align with these skills. Not only will this help them shine, but it will also foster a sense of accomplishment and satisfaction in their work. The key here is to make sure the strengths you identify are being utilized to their fullest potential.

Peer Feedback

Another interesting exercise is to have them rate themselves on several performance criteria, then ask peers to do the same for that person. Aggregate the results of the peer feedback to maintain anonymity, and compare the numbers. If someone rates themselves low in a specific area that their peers rate the highly on, there might be a case of Impostor Syndrome hidden in there. If the opposite is true, perhaps there is a case for overconfidence and there needs to be a level set.

Using this method at the team level can identify where there are skill gaps within each team, where skills development can happen, and where one team can even help another. Leveraging strengths across teams can unlock even more opportunities for spreading skills around and developing well rounded groups.

Acknowledge their efforts

Acknowledging your employees’ efforts might seem like a small gesture, but it has a big impact. Everyone likes to feel appreciated, and recognition is a powerful motivator. When you acknowledge your employees' strengths and the efforts they put in, you're sending a message that their work matters. This also reinforces those strengths in the employees mind, especially if there is Impostor Syndrome as mentioned above.

Be specific in your recognition. Instead of just saying, "Great job," tell them exactly what they did well and why it was important. For example, "I really appreciate how you handled the client presentation last week. Your ability to simplify the complex data made a huge difference, and the client was really impressed."

Public recognition can also be effective, especially in team meetings or through company-wide emails. It not only boosts the morale of the person being recognized but also sets a standard for others to strive for. However, it's important to balance public recognition with private acknowledgment. Some employees might prefer a quiet word of praise rather than being put in the spotlight.

Remember, acknowledgment doesn’t always have to be formal. A quick "thank you" or "I noticed how well you did on that project" goes a long way. The goal is to create a culture where effort and excellence are regularly recognized and appreciated.

Provide opportunities for growth

Everyone wants to feel like they’re moving forward, and your employees are no exception. Providing opportunities for growth is essential in keeping them motivated and engaged. Growth doesn’t just mean promotions or raises; it can also mean expanding their skill set, taking on new challenges, or being given more responsibility.

One way to do this is by assigning tasks that push your employees out of their comfort zone. If someone excels in a particular area, challenge them to take it a step further. For example, if they’re great at managing projects, ask them to lead a more complex or higher-stakes project. This not only helps them grow but also shows that you have confidence in their abilities.

You can also offer training opportunities, whether through workshops, online courses, or mentorship programs. Encouraging continuous learning demonstrates that you’re invested in their professional development. When employees see that there’s room for advancement and that they’re being given the tools to succeed, they’re more likely to stay motivated and loyal to the organization.

In addition, be open to discussing their career goals and how you can help them achieve those goals within the company. This could mean creating a personalized development plan or offering them new roles that align with their aspirations. The key is to ensure they see a future with the organization that includes growth and advancement. Using their existing strengths as a basis for any growth opportunities can also achieve quicker results, and provide quicker positive feedback.

Encourage collaboration

Collaboration is the secret sauce of a thriving workplace. When employees work together, they not only share their strengths but also learn from each other’s weaknesses. This creates a dynamic environment where continuous learning and skill development are part of the daily routine.

Encouraging collaboration starts with creating opportunities for teamwork. Assign projects that require input from multiple team members, and make sure the tasks are distributed in a way that plays to each person’s strengths. For example, if someone is great at data analysis and another excels at creative thinking, pair them up on a project that requires both skills.

You can also foster a collaborative environment by promoting open communication. Regular team meetings, brainstorming sessions, and even informal gatherings can provide platforms for employees to share ideas and feedback. Encourage a culture where everyone’s input is valued and where team members feel comfortable reaching out to each other for help or advice.

Additionally, consider cross-training your employees. This not only builds a more versatile team but also gives everyone the chance to see things from different perspectives. It’s a great way for employees to learn new skills while appreciating the strengths of their colleagues.

Collaboration should feel natural, not forced. When employees enjoy working together, they’re more likely to feel motivated and committed to their work, which ultimately leads to better outcomes for the organization.

Conclusion

Building on your employees' strengths is more than just a management strategy; it’s a way to create a workplace where people feel valued, motivated, and engaged. By identifying their strengths, acknowledging their efforts, providing growth opportunities, and encouraging collaboration, you’re setting the stage for a successful and positive work environment.

Remember, a team that works well together, feels appreciated, and sees opportunities for growth is a team that will go above and beyond to contribute to the organization’s success. As a manager, your role is to bring out the best in your people—and by focusing on their strengths, you’re well on your way to doing just that.