Most employers have found themselves in a position where an employee may not be performing well in a particular role. You will have to ask yourself if you have matched this person’s unique strengths with their roles and responsibilities of this job.
Do you have the right person in the wrong seat or perhaps the wrong person in the right seat? If you’re unsure about your employee’s strengths, have them take a skill assessment or personality assessment. It can help you identify their top strengths.
Instead of trying to identify and strengthen their weaknesses (a common tactic in the past), focus on their strengths and build on them. Make sure that their role and responsibilities maximize their strengths. Also, remember that we all have natural talents. Not everyone will be the same. Some people are strong when talking to others or persuading them, and others are wonderful with detail-oriented tasks and motivating people. We tend to develop our strengths when we are young through education, experiences, and our parents.
I guarantee if you identify your employee’s strengths and put them in a position to help them, they’ll be happier, you’ll be happier and ultimately they are more likely to stay with you and your company.
In this video, I’m going to talk more about how to keep the employees you have. Hi, everyone. I’m A.J. Grossman, divorce lawyer, and owner of Leap Frog Divorce.
So people, employees, are leaving their jobs in massive numbers. Today, we’re calling it the Great Resignation. So how do you keep the employees that you have?
Well, I’m sure all of us if not most of us have had employees in a position or a role, where they just didn’t seem like they were performing very well. And one question to ask is, have I matched this person’s unique strengths with the roles and responsibilities of this job? It could be that you’ve got the right person in the wrong seat. Or maybe you’ve got the wrong person in the right seat. So what I would encourage you to do is to think about each one of your employees, and maybe have them do some skills assessments, or some personality assessments to help you identify their top strengths.
You know, I’ve heard over the years, as a lot of you have heard over the years that, you know, you should identify your strengths, and identify your weaknesses, and develop your weaknesses and strengthen your weaknesses. So you can be a good solid all-around person. Well, you know, I’m 55 years old today, and I think the wisdom about that has changed a bit. I’m hearing more and more today about focusing on people’s strengths, not ignoring weaknesses, but not focusing on developing weaknesses, or strengthening weaknesses. It’s more about focusing on those strengths.
So what can you do to help keep employees? Identify what their strengths are and make sure they’re in a row in a job in a seat, that will help maximize their strengths. People, you, me, all of us are naturally strong at certain things, whether it’s talking with people, whether it’s persuading people, whether it’s focusing on very detailed work, whether it’s motivating people, we all have these natural strengths that we seem to have developed when we were very young, through our education, through our life experiences, through the teachings of our parents, and we all develop differently, and all of our strengths are different. So I can almost guarantee you that if you learn what each employee’s top strength is, and you put them in a position that will help them to maximize those natural, unique strengths that they have, they’re going to be a lot happier, you’re going to be a lot happier, and the chances are, they’re going to stay with you.
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