by Marcel Schwantes, Inc. Magazine, 1/11/17.
Gallup, the global experts in studying the attitudes and behaviors of employees, gives us tremendous clues to help us better understand and identify strengths as it relates to employee engagement.
To determine how successful your company is in creating a workforce that cultivates your people’s strengths in their work, let me tell you about Gallup’s Strengths Orientation Index.
The index includes four items that must be used to collect data, and this is from the perspective of workers:
1. Every week, I set goals and expectations based on my strengths.
2. I can name the strengths of five people I work with.
3. In the last three months, my supervisor and I have had a meaningful discussion about my strengths.
4. My organization is committed to building the strengths of each associate.
What Gallup Found
When Gallup conducted the study involving a little over 1,000 workers for this index, they found that managers who focused on their employees’ weaknesses only cut disengagement by 22 percent. Ironically, that’s one way of demonstrating that even negative attention is better than no attention at all in the eyes of employees.
By contrast, those who said their managers focused on their strengths, disengagement fell dramatically to 1 percent. No, that’s not a type. 1 percent!
Here’s the thing: Gallup is saying that if every organization in America trained their managers to focus on employees’ strengths, the U.S. could easily double the number of engaged employees in the workplace from the currently dismal 30 percent (roughly) up to 61 percent, with this one simple shift in approach.