It's that time of year again: your annual performance appraisal. Are you dreading yours? If the answer is "yes," you're not alone. Research tells us that dissatisfaction with performance appraisal is at an all-time high (Alder et al., 2016). Managers and direct reports alike are finding the process to be time-consuming and stressful at best and ineffective and de-motivating at worst. Why?
Fair Treatment Cultivates a Sense of Belonging
Think of the last time you felt really mad. What was it about? Chances are, you experienced some type of injustice. In fact, most people’s top response to what makes them angry in life and at work is ‘unfair treatment’ (Törestad, 1990). There is a place for directed anger that can inspire action to make necessary change. But generally, it’s nice to work in a place that doesn’t make you frustrated daily.
Actions speak louder than words. Or is it, the pen is mightier than the sword? Look before you leap. Or is it, she who hesitates is lost? Too many cooks spoil the broth. Or is it, many hands make light work? Countless moments I have echoed these proverbs while contemplating situations of hostility, teamwork, and commitment. We counsel a sensible proverb in time of need, yet seldom is there a correct prescriptive how-to that enables the perfect solution to the complex problems of life.
How Can Strengths Empower Your Workforce?
Whenever I think of the word empowerment, I imagine someone with a fist in the air and head held high, looking triumphant and formidable. Remember the last time you felt that way? Being full of energy, feeling totally capable, and readily anticipating the next challenge? It was a pretty good feeling, right?
Are You Putting Your Strengths To Work?
Think about your current workplace. Ask yourself: Every week, do I set goals and expectations based on my strengths? Can I name the strengths of people I work with? In the last three months, have my supervisor and I had a meaningful discussion about my strengths? Is my organization committed to building the strengths of each associate (Rutigliano, 2011)?
What's a Strength Based Business Strategy All About?
Jack Welch, former CEO of General Electric (GE), was highlighted on an episode of CNBC Titans in 2010. During the one-hour episode, Jack Welch said that he only wanted GE to keep the products and services that were number one or two in the market; the rest of the products and services would be sold to other companies. In other words, he wanted GE to focus on the products and services it was great at creating and selling, demonstrating a strength-based strategy...
Why You Should Talk To Your Employees About Their Strengths
You may have heard that employees who use their strengths in their work are generally more engaged, more productive, and have higher subjective well-being than those who don’t. You may also have heard that they have lower rates of absenteeism, and less frequent turnover (Woerkon & Meyers, 2015; Woerkom et al., 2015). According to the 2015 Strengths at Work survey, 5 out of 10 employees assert that they have a chance to do what they do best each day, and 56% of people surveyed could name their top 5 strengths...
Putting Your Strengths to Use
Engaging one’s strength at work has surprising benefits for personal well-being and also productivity (Haszer & Ruch, 2015). Our strengths are salient aspects of who we are, showing themselves in our feelings, thoughts, and behaviors in various contexts. Additionally, capitalizing on our strengths at work can support us in achieving positive outcomes in the workplace (Quinlan, Swain, Vella-Brodrick, 2012).
Finding Direction Through your Strengths
I remember the first time I took a strengths assessment. I initially looked at the list of potential strengths and selected the ones I identified with most deeply. I thought I might have a good sense of what I was good at. I must know myself pretty well, right?
Wrong. My top strength was completely unexpected. It had to be a glitch. How could this assessment have picked up on something I didn’t see? Was it wrong? Was I wrong?