3) Play to people’s strengths.
Obvious right? Get people doing what they enjoy, and are good at, and they will perform better, and be happier.
This is so obvious it hardly needs any data to support it, but Gallup have shown that people who regularly use their strengths at work are 6 times as likely to be engaged at work and 3 times as likely to report an excellent quality of life. Moving managers towards a coaching approach is critical if they are to understand their people’s strengths, and how this can be harnessed to improveme performance and motivation.
With some simple questions managers can start to appreciate an individuals strengths and identify when they are performing at their best:
• “To what kind of activities are you naturally drawn?”
• “What kind of activities do you seem to pick up quickly?”
• “What activities give you a kick, either while doing them or immediately after finishing them, and you think – When can I do that again?”
For those that want to take this further to understand their people’s strengths more deeply then Gallup has a personality survey that identifies people’s talents which can be used to identify how to help the individual improve both engagement and performance.
More than 20 million people have now taken the survey and it is a great way to build collaboration and engagement across teams and help people do more of what they do best.