Employee Empowerment: Why Use Your Team’s Strengths to Solve Organisational Challenges (and How to Do It)

You’ve heard the saying, “Your people are your greatest asset,” but does it ring true? Are you confident you’ve understood employee empowerment and done everything to harness your team’s strengths and unlock measurable rewards within your organisation? 

Data from Gallup reveals that employees who learn their strengths are already 7.8% more productive, and by tapping into their strengths every day, they are 15% less likely to leave their jobs. 

Meanwhile, organisations that practiced strengths-based development saw a 10% to 19% increase in sales, and teams which switched to managing their employees based on strengths saw up to a 29% increase in profit. 

These statistics highlight the undeniable value of focusing on employee strengths. Today, we will share how you can implement this approach to solve organisational challenges and achieve outstanding results.

Table of contents:

• Optimised Use of Resources
• Greater Productivity
• Higher Satisfaction and Engagement
• Efficient Problem-Solving 
• How to Identify Your Team’s Strengths
• How to Harness Your Team’s Strengths to Solve Organisational Challenges
• How to Measure the Impact of a Strengths-Based Approach 

1: Optimised Use of Resources 

You can ensure that resources (time, talent, and budget) are used more effectively by aligning tasks with team members’ strengths. This leads to optimal performance and reduces waste. 

Naturally, a project management team that assigns tasks based on individual expertise, such as budgeting to the financial expert and scheduling to the organisational expert, will likely complete projects more efficiently and within budget.

2: Greater Productivity

Leveraging individual team members’ strengths allows tasks to be allocated to those best suited for them, ensuring higher efficiency and productivity. When team members work on tasks aligned with their skills, they are more likely to perform effectively and complete tasks faster.

In fact, a Gallup study revealed that teams receiving strengths feedback showed 12.5% greater productivity than those who didn’t receive feedback.

3: Higher Satisfaction and Engagement

Employees who can utilise their strengths feel more valued and engaged in their work. A creative person will feel the motivation and joy drain out of them if they’re forced to pour over spreadsheets every day. Similarly, a CFO will look elsewhere for a job if petty office politics and interpersonal conflicts take up their time. 

Place your employees where they can do their best work. This form of employee empowerment leads to increased job satisfaction, reduced turnover, and a more positive organisational culture for everyone. 

4: Efficient Problem-Solving

Teams that leverage their members’ strengths can make more informed and effective decisions. When each member contributes their expertise, the team can better analyse challenges, consider all variables, and choose the most effective course of action. You gain the expertise of multiple individuals. 

In a strategic planning scenario, a team that includes members with strengths in market research, financial analysis, and project management will be better equipped to create comprehensive and executable plans. 

How to Identify Your Team’s Strengths

Conduct One-on-One Interviews and Conversations

Don’t hesitate to sit down with each team member and ask them about their strengths, interests, and career aspirations. These discussions can provide deeper insights into what motivates them, what they enjoy doing, and where they feel most confident and effective. Armed with these insights, you can start planning where to utilise their strengths within your organisation. 

Open and honest dialogue also helps build trust as employees get to voice their opinions and goals. 

Solicit Feedback from Colleagues

Gain feedback from colleagues and peers for a well-rounded view of each employee’s strengths. Colleagues can often highlight strengths that may not be immediately apparent to managers. Why not implement a 360-degree feedback process (for example, a survey) where team members evaluate each other’s skills and contributions? 

A peer review might reveal that a team member is particularly skilled at mediating conflicts, indicating strong interpersonal and conflict-resolution abilities. Or, survey insights may pinpoint where certain employees require training. In this case, you can then take action to remedy the situation. At The Human Touch, our HR Training Academy integrates technical skills with behavioural insights, people management, and business acumen to equip participants to achieve excellence in their roles, all within a short space of time.

Conduct Strengths Assessments 

Utilising formal strengths assessments is an effective way to identify your team members’ unique capabilities. Tools such as the Gallup StrengthsFinder, Myers-Briggs Type Indicator (MBTI), or the DISC assessment provide insights into individual strengths and behavioural tendencies. Once you know which areas each team member excels in, you can allocate tasks strategically and conduct accurate development planning.

If you’re unsure where to start, consider enlisting an external partner. They can carry out Psychometric Assessments to evaluate not only individual and team needs, but also your Employee Value Proposition. You’ll receive detailed reports on skills and competencies for future decision-making, without getting involved in the grunt work. 

How to Harness Your Team’s Strengths to Solve Organisational Challenges

Align Strengths with Strategic Goals

Begin by clearly defining your organisation’s strategic goals and challenges. Then, conduct a thorough analysis to identify your employees’ strengths. Map these strengths to the strategic objectives, ensuring that each goal or challenge is matched with team members whose strengths align with the required skills.

If this sounds overwhelming, we recommend hiring an external partner who is a specialist in this area, such as The Human Touch. Our team is committed to understanding your current environment and vision to ensure that all solutions and implementation approaches address your specific challenges.

Create Cross-Functional Teams

Cross-functional teams should include members from different departments and backgrounds, as this allows for a comprehensive approach to organisational problem-solving. For example, a saleswoman and an IT manager look at situations and problems through a different lens. 

You are bringing together people with different roles and skills and people who are in those roles because they have different strengths. That’s how you unlock true creativity and innovation. 

Delegate Tasks Based on Strengths

Effective delegation involves assigning tasks and responsibilities based on each team member’s strengths. Tasks should always be performed by those most capable, leading to higher efficiency and quality, so ensure the right work gets to the right person. Performance data and feedback will help you understand where employees are best suited so you can delegate accordingly.

Utilise Strengths for Change Management

During organisational change, take advantage of the strengths of team members who are good at communication, leadership, and adaptability. Identify change champions within your team whose strengths align with the skills needed to manage change. These individuals can help guide the team through the change process. 

With the right person in the right roles, your organisation increases the likelihood of a positive and effective transition.

How to Measure the Impact of a Strengths-Based Approach to Solving Organisational Challenges 

• Monitor Key Performance Indicators (KPIs). These metrics provide quantifiable data on the effectiveness of a strengths-based approach. Common KPIs include productivity levels, project completion rates, quality of work, and team performance.
• Conduct Employee Engagement Surveys. These surveys should include questions related to using strengths, recognition of contributions, and overall job satisfaction. High engagement levels often correlate with the effective use of individual strengths.
• Analyse Turnover and Retention Rates. A positive impact on these rates can indicate that employees feel more valued and satisfied in their roles, leading to longer organisational tenure.
• Evaluate Performance Reviews. Look for feedback trends that highlight the effective use of strengths, increased productivity, and improved quality of work. 
• Assess Project Outcomes. Successful project completion rates, adherence to timelines, budget management, and project quality can provide concrete evidence of the effectiveness of a strengths-based approach.
• Conduct Strengths Utilisation Surveys. Implement surveys to assess how well employees feel their strengths are being utilised. These surveys will also allow you to identify areas needing improvement. 

As the workforce evolves and new challenges arise, the agility gained from employee empowerment keeps your company resilient and competitive. Encourage your teams to embrace their strengths fully, and your organisation will not only meet its objectives more efficiently but also foster a culture that attracts top talent and supports success far into the future.

The Human Touch will help you. Backed by over 40+ years of experience in human resources and management, we provide solutions to optimise business performance through people.

Partner with The Human Touch to understand the value of employee empowerment and drive organisational success through your greatest assets. Contact us today.