For my last blog this month I want to complete the series on ‘strength-based’ approach to consider the benefits that this way of working brings to the workplace.

As a quick reminder, the strength-based approach refers to a work practice that focuses on individuals’ self-determination and strength – making individuals realise the value they can offer by being their authentic self through encouraging them to maximise their strengths rather than focusing solely on their weaknesses that need to be developed.

Adopting a strength-based approach to an organisation’s effectiveness has a significant impact on employees.

Some of the key benefits are: 

Improved mental wellbeing

Focusing on individual strengths improves an employee’s self-esteem and confidence – increasing their resilience and ability to adopt a growth mindset at work.

Better coping and response mechanisms

Focusing on employees’ strengths enables individuals to set appropriate goals in response to adverse situations and failures.

Enhanced motivation

The main benefit of a strengths-based approach is that team members feel more confident, motivated, and engaged. They’re happier when doing things they’re good at, and working in a way that plays to their strengths can help them work more naturally. 

A recent survey by leading research organisation Gallup (www.gallup.com) revealed that around two thirds of employees who strongly agreed that their manager focused on strengths were engaged at work. However, only 2% of workers who disagreed with the statement were engaged.

Morale

Focusing on negative aspects can make your employees feel insufficient, anxious, and fearful.

However, focusing on the positive aspects will increase employee energy – helping them feel dynamic and making them far more likely to be engaged and productive. Overall, this creates positive energy for the workplace - building energy levels collectively. Teamworking and collaboration improves dramatically too.

Workforce management 

Understanding people’s strengths means you can adapt their roles to play to them. It also allows you to identify gaps in your team’s strengths - and either look to fill those gaps with a new team member or offer training to existing staff. 

Team relations 

People who know their strengths and are aware of the strengths of others can work together to get things done. Each team member knows the best role they can play for collective productivity and momentum.

Staff retention 

Engaged and happy staff are less likely to leave or look around for other positions. This means you reduce your staff turnover rate and keep valuable talent within your organisation.

According to research by industry analyst Oxford Economics (www.oxfordeconomics.com), the average cost of turnover per employee (earning £25,000 a year or more) is £30,614. Not only could this mean you’re losing out on money and valuable members of staff, but it could also damage employee morale.

If you need further information about this ‘strength-based’ approach, or any other resilience topic, please contact russell@theresiliencecoach.co.uk.