According to Gallup, 90 percent of Fortune 500 companies are using CliftonStrengths, an online assessment, as a tool to engage employees and boost performance. Click To Tweet

According to Gallup, 90 percent of Fortune 500 companies are using CliftonStrengths, an online assessment, as a tool to engage employees and boost performance. These organizations are using CliftonStrengths to determine what their employees naturally do best, understand how to develop their top talents and utilize the custom results to help their employees thrive in the workplace. The key to maximizing the CliftonStrengths results is to empower managers to recognize these “strengths” within their employees and provide opportunities for them to demonstrate their talents in their day-to-day roles.

How does it work?

CliftonStrengths is an hour-long online assessment in which participants provide responses to 177 paired statements by choosing which one best describes them. The evaluation measures natural patterns of thinking, feeling and behaving. When the assessment is complete, the employee is provided with an explanation of their results and identified talents.

Proof is in the numbers

Using CliftonStrengths as part of your professional development program not only makes your employees more engaged, but it can affect your organization’s bottom line. According to Gallup, managers that coach their employees by focusing on their strengths helps improve employee engagement, customer satisfaction, financial returns and even relationships between colleagues.

Gallup also found that businesses that regularly focus on the strengths of their employees experienced a 29 percent increase in profit, and people who know and use their CliftonStrengths are six times more likely to be engaged in their roles. In addition, 67 percent of employees who believe their manager focuses on their strengths are engaged at work.

How can you implement this?

Influencing organizational behavior starts with management. According to a recent Buzz Bin post, Managers: A Make-Or-Break Factor In Employee Engagement, it’s a manager’s responsibility to ensure their employees feel valued, supported and inspired at work. Yet according to a 2017 Engage by Stage Research Report, conducted by SMS Research Advisors and commissioned by Padilla, two in five employees are completely disengaged from their current employer. Check out the full Buzz Bin post to learn about different ways managers can engage their employees. What tools does your organization use to improve employee engagement?

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