An employee is assessed and hired after being convinced of certain skills that he/she possesses. The effective utilization of the resources is imperative to the success of the organization.
The strength based approach focuses on the employee strengths, giving them the roles and goals that best utilize them and are beneficial to the organization too. This is based on the fact that everyone has certain strengths and weaknesses. This is proven to motivate the employees to perform better. This also improves productivity, performance and satisfaction. Here the employee is supported for the skills that he/she doesn’t possess. Hence it is important that the team members have skills complementing each other.
This is also beneficial to the organization as they use the strengths and not linger on the weaknesses. Trying to fix people’s weaknesses when they cannot change is demoralizing and drains their confidence and self-esteem.
For a person who is a great individual worker, a role which does not require him to closely work with other team members is beneficial as against putting him/her with a team; which is counterproductive and will lead to conflicts. There are people who love to jump into the ring and fight it out and others who don’t venture into anything without analyzing its pros and cons thoroughly. Both have their place in an organization, it’s the leader’s prerogative to best utilize their skills.
A global research reveals that people who use their strengths every day are three times more likely to have 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.
But what if the weaknesses are deterring the progress of the employee? Is the employee aware of the limitations these weaknesses are playing on him? The strength based approach can be used efficiently while still giving them the opportunities to overcome their weaknesses that are detrimental for their long term success; if they are willing to work on it. Else the employee becomes stagnant and dissatisfied in his/her role.
There ought to be focus on both strengths and the areas of improvement when the employee is inclined to work on them.