How sad it is when a person says that no one recognises their strengths, they don’t get any acknowledgement of what they are good at. This can be demoralising for staff who turn up each day and deliver a consistently positive result day in and day out. It also means staff have difficulty presenting a strong case at job interviews. They take what they do for granted, forgetting all the policies and procedures they had to learn to do their job, overlooking all the skills acquired to perform their role.
Part of an effective manager’s role is:
- to identify each of their staff member’s strengths and
- to compliment them when they use them and
- to build that strength and
- to tap that strength for the benefit of others.
What can you do for each of these:
- Identify strengths: notice what staff do well and easily, notice when staff use their skills to consistently deliver a good result, use tools to identify strengths
- Compliment Say thank you. Use performance management discussions to highlight what is done well. Be specific. Explain why the person sets a good example, and fits with workplace standards.
- Build: find ways to expand the person’s repertoire, to apply strengths in ever more demanding situations. Give stretching assignments.
- Tap: ask staff to share information at meetings, to coach and train staff, to write a case study, to present at a seminar or conference.