5 Benefits of Using Gallup’s StrengthsFinder In Your Company
STEPHANIE HAND, HUMAN RESOURCES SHAREHOLDER
Gallup’s StrengthsFinder assessment can help you identify the strengths of the people working in your teams. Once you know what strengths are present, you can begin to make the most of your employees’ talents, maximizing productivity and increasing morale throughout your organization. Here are five key benefits of using Gallup’s StrengthsFinder in your company.
1. Place People in the Right Roles
Knowing where each person’s strengths lie can help you place them in roles that make the most of their talents. When employees are in roles that utilize their strengths, they are not only more productive and innovative, but they are also more likely to be engaged, energized, and happy at work. As a result, this can contribute significantly to higher employee engagement.
Use Gallup’s StrengthsFinder assessment during the recruitment process to help you find skilled candidates who will be a good fit for the role at hand and for your workplace culture. You can also use insight from the StrengthsFinder tool to move people into new roles within your organization if they are not thriving within their current positions.
2. Promote Positive Coaching
When you focus on people’s strengths, rather than their weaknesses, you create a positive workplace atmosphere. When giving feedback, you can talk about how each employee’s strengths relate to their performance, while also discussing ways to support them in areas that do not match their strengths. With strengths as a common language, you can begin to gain insight into the reasons that lie behind high and low performance, and take action to address them.
For example, when you see someone doing well in a particular area, strengths awareness can help you understand why they are so successful. Going forward, you can be sure to give them challenging and rewarding tasks that allow them to use their strengths.
3. Individualize Management
The “one size fits all” approach rarely works when managing large groups of people. Each person on the team will have their own individual responses to a particular management style, and what works to manage one person may backfire in the case of another. When managers understand the strengths of each person, they can tailor their management techniques to provide effective leadership to everyone on the team.
4. Facilitate Collaboration
When employees work together on a project, it is beneficial to have a variety of strengths present on the team. Understanding individual strengths means you can create teams that work well together.
It’s also helpful for team members to be aware of each other’s strengths so they can best assign roles and responsibilities. When team members know about each other’s talents, they can gain a better understanding of why certain people behave in certain ways. This can make it easier for them to work together to contribute to shared goals.
5. Improve Self-Awareness
On an individual level, having an awareness of one’s own strengths is highly beneficial. The more a person knows about themselves, the more easily they can direct their life to ensure they are successful. Taking the Gallup StrengthsFinder assessment could help someone in your company find success in both their personal and professional life. This reason alone should be enough to compel organizations, and the employees who call them home, to use StrengthsFinder as a valuable tool.
ABOUT THE AUTHOR
STEPHANIE HAND + HUMAN RESOURCES SHAREHOLDER
Steph Hand is a Human Resources Shareholder at Lutz with over 19 years of experience. She plays a key role in the people strategy for the firm including Lutz’s performance management process, employee relations and retention, talent management and benefits and compliance efforts.
AREAS OF FOCUS
- Human Resources
- Talent Management
AFFILIATIONS AND CREDENTIALS
- Human Resource Association of the Midlands, Member
- Society for Human Resource Management, Member
- Society for Human Resource Management Certified Professional
- Senior Professional in Human Resources (SPHR)
- BS in Education, University of Minnesota, Minneapolis, MN
- MA in Communication, University of Nebraska at Omaha, Omaha, NE
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