Strengths Use Predicts Performance at Work

A wealth of evidence highlights the potential gains of a strengths-based approach both for the individual and the organization. Research in workplace settings revealed that identifying and strengthening one’s character strengths, and using them more and in new ways, can lead to various desirable outcomes, such as positive and supportive social networks, lower stress levels, improved work performance, and increased subjective well-being (Niemiec, 2013; Seligman, 2011; VIA, 2015).

Gallup (2007) research found that organizations that focused on maximizing the natural talents of their employees increased engagement levels by an average of 33% per year. An analysis of multiple studies reveals that managers whose talents are aligned with their job demands achieve, on average, 15% more in sales and 20% more in profit, have 24% fewer unscheduled absences and deal with 13% lower employee turnover than the average (Gallup, 2007).

Employees who focused on their top strengths did more of what they like to do and do best, thereby improving their sense of achievement and mastery (Hodges & Clifton, 2004).

Facebook offers a compelling case study of a strengths-based organization. The social network giant goes to great lengths to match employees with jobs that allow them to apply their strengths. For instance, their selection process for new hires is aimed at finding out what a candidate is really passionate about and what their innate interests and strengths are. The company consistently ranks as one of the most desirable employers in America (Facebook, 2016).


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