The benefits of focusing on employees’ strengths rather than their weaknesses are becoming clear to many managers and employers. A Gallup poll agrees that focusing on strengths can give companies a boost when it comes to profit, sales, customer relations, turnover, retention, and even safety.
If you’ve never tried to figure out your employee’s strengths, however, it can be tough to leverage them. Your HRIS can help you to both find your employees’ strengths and harness them to benefit your organization.
Assign a Strengths Test
Using HRIS to assign a strengths test can make it easy to distribute the tests, determine the results, and communicate regarding expectations about the test. Employees can take the tests on their own time and analyze the results at will. Offering encouragement and hyping up the test as something that could be beneficial to employees could help generate excitement.
After strengths tests have been taken, HRIS can be used to report the results of the tests to employees. Allowing employees to see each other’s strengths listed side by side with their own can inspire ideas about how they can better work together. Having clarity about which of their own strengths shine through can also help employees figure out ways to do their best at work tasks.
Discuss Strengths and Set Goals
Strengths shouldn’t be left as a passive piece of data. Bringing strengths into the equation when establishing tasks and setting goals can help engage employees and optimize the way that they work. Managers should talk about strengths when doing evaluations and highlight the ways that different strengths have shone through during projects in the past.
Tie Strengths to Development
Identifying strengths can be helpful in identifying areas that employees would benefit from strengthening through training. These areas don’t necessarily have to be “weaknesses,” they can be related to existing strengths that will help employees to broaden their areas of expertise. By understanding which areas employees are already competent in, employers may also save training costs and time.
Use Strengths in Succession Planning
Succession planning is often based on certifications and documented qualifications, but these markers fall short on identifying personal characteristics that would equip an employee for a job. Integrating strengths into the picture can convey a more human element that may better serve the employees and the company. Understanding whether a person is sociable, displays leadership, or values perfection can be very helpful in establishing whether a person is a good fit for a specific promotion.
If your workplace is structured in a way that favors teamwork, identifying strengths can help you figure out how to best partner team members for different projects. HRIS can be used to assign these teams, communicate regarding which strengths made the team the best fit for the particular project, and assign goals for the project. Depending on the HRIS, collaboration features may also be available through the HRIS.
If you feel that HRIS could help you identify employee strengths and otherwise benefit your business, we can help you select your perfect solution. Visit our free HRIS demos and price quotes page today.