Imagine that you are a kid again and you get low marks on a test in school. The natural response from your parents and teachers is that you need to double down on studying for that subject, as it is clear that you struggle with it. The same can be said for any professional shortcomings, such as public speaking, interpersonal communication, and other performance-based skills. But what if we flipped this concept on its head and focused not on what our deficits are, but instead where our strengths lie?
This concept is called “strengths-based development,” and it is one that has gained a lot of traction in recent years. A study reported by Gallup in 2018 found that businesses involved in the study who embraced this strengths-based approach enjoyed several benefits. This study examined 49,495 businesses, 1.2 million employees, and 22 organizations, all of which fell into seven industries across 45 countries. The participants were split into workgroups, one of which received strengths-based interventions while the other acted as a control group.
As reported by Gallup, “Ninety percent of the workgroups studied had performance increases at or above the following ranges: 10 percent to 19 percent increased sales, 14 percent to 29 percent increased profit, 3 percent to 7 percent higher customer engagement, 6 percent to 16 percent lower turnover (low-turnover organizations), 26 percent to 72 percent lower turnover (high-turnover organizations), 9 percent to 15 percent increase in engaged employees, 22 percent to 59 percent fewer safety incidents.”
When you think about it, this just makes sense. When people do what they are good at, it just feels good, and they are more likely to succeed and stick around to see the benefits of their work. Gallup expands on these numbers a bit by claiming that 67 percent of respondents who felt that managers focused on their strengths were much more engaged with their work. On the flip side of this statement, only two percent of employees who felt their strengths were not utilized were engaged with their work. You can see how paying attention to your employees and what they are good at can pay off in spades.
But what happens if you need a role fulfilled but do not have any internal talent to tap for it?
More organizations are outsourcing services to external talent than ever before. While it might not immediately feel great to admit that you do not have the talent to handle something, there is absolutely no shame in relying on trusted experts to handle certain aspects of your organization’s operations. One area that is often outsourced due to the cost of hiring a dedicated staff, is IT management and maintenance. While you theoretically could have your employees manage their own technology, this can be both counterproductive and frustrating for those who simply do not have strengths in this field.
On the other hand, managed IT is a great way to let your employees focus on what their own personal strengths are. Since they don’t have to worry about their technology solutions, they can instead focus on innovative new initiatives that they wouldn’t otherwise have time for. Data Net is happy to provide businesses like yours with managed IT services so that you can take a hands-off approach with your organization’s technology. To learn more, reach out to us at (760) 466-1200.
Comments