For years there persisted a workplace narrative that meetings with your manager, superior, or any members of the C-Suite were cause for sweaty palms, upset stomachs, and wondering what criticisms were going to be lobbed employees' way. This narrative, unfortunately, persisted because for years workplace culture revolved around having to prove oneself, not making any mistakes, and having managers rip underlings apart to "build up" character. However, that's proven not to be the best way to manage individuals. There's a better way, one that focuses on positives, rather than negatives.
What is Strength-Based Management?
It’s called strength-based management—a method of leadership that focuses on an employee’s strengths, rather than weaknesses—and it’s changing not just the way people work, but the outcomes of their productivity, too. Per the linked to Gallup piece:
The potential gains of a strengths-based management approach are worth it, however. Gallup analysis reveals that people who use their strengths every day are three times more likely to report having an excellent quality of life, six times more likely to be engaged at work, 8% more productive, and 15% less likely to quit their jobs.
Employees at organizations that utilize strength-based management experience up to 23% higher levels of engagement than those in organizations that don't. And the trickle-up effect of such a positive working environment is clear. Organizations that utilize strength-based management report a 29% increase in profits over those that don't. Here’s how this positive approach helps not just employees, but businesses as a whole, and the principles behind how it works.
The Advantages of Strength-Based Management
Help Your Employees Succeed
People are multifaceted creatures outside of work, so why treat them any other way at the office? Ask them what they prefer, where they do best, and where they need help. This spawns a culture of trust and creativity so that employees feel understood and appreciated. Most people are used to working “for” a job, rather than aligning themselves in a mutually beneficial role. Reworking the angle to be more harmonious results in a happier and, therefore more productive, employee. After all, we’re no longer in the generation when it was common to be loyal to an employer for one’s lifetime. Workers these days move on to the next thing if it’s a waste of their time. Create an environment that fosters innovation and appreciation and you’ll attract employees who want to stay and grow with your organization.
Clear Communication and an Open Culture
The power dynamic of a ruling boss and a subordinate worker is antiquated and, more importantly, toxic. Contrary to its intention, this type of relationship breeds fear, stress, and mistrust—and who can possibly perform to their potential or be creative under such duress? Openly communicating instead of delivering tirades and missives earns the trust of your team, which will alleviate the burdens from employees who overcompensate, thinking they need to excel at every facet of their job role. After all, this just results in workers spreading themselves thin, rather than focusing on what they’re best at, which is counterproductive for them and the company as a whole.
Empower Your Employees
It’s not just about the employees, but the managers, too. You play a crucial role in the process of introducing a strength-based style of management, so shifting your own leadership style is essential. Your role will need to shift from one of strict managing to one that, instead, empowers employees—and not just around review time, but on a daily basis, by recognizing, congratulating, and aligning strengths. By making a habit of this, employees are rewarded with timely feedback, as opposed to an annual review, which relies on hindsight critique and therefore wastes time, energy, and resources.
The Advantages of Strength-Based Management
It’s hard to deny that strengths-based management cultivates a happier and more emotionally healthy workplace. In fact, according to a recent Gallup report, companies with high turnover rates saw improvements from 26-72 points, and even companies with low turnover rates saw their numbers drop. But that’s not to say the strengths philosophy is so idyllic that it completely forgets to address weaknesses with constructive criticism. Instead, it simply highlights the basic tenant that employees are most happy, and businesses most successful, when personal strengths are the priority, rather than focusing on deficiencies.
We practice strength-based management here at HiringThing. Sound like something you'd like? Check out our open positions.
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