Seven strategies for giving meaningful strengths-based feedback.

According to Gallup, only 21% of employees strongly agree that they have received meaningful feedback in the last week.

Whether managers are shying away from uncomfortable topics or are willing but ineffective feedback providers, few employees are hearing what they need. And managers are overlooking a very effective technique they could use to build a better culture.

Furthermore, Gallup also discovered that employees who strongly agree they receive authentic recognition are four times as likely to strongly agree they are paid fairly for their work, compared with employees who do not strongly agree.

So, how do we give meaningful, authentic feedback?

1. Identify and Acknowledge Strengths:

Begin by identifying the unique strengths and talents of each employee. Acknowledge and appreciate these strengths, making employees aware of their positive contributions to the team and the organisation.

By recognising and appreciating individual strengths, employees feel valued and motivated to leverage their talents. This validation encourages a sense of purpose and boosts their confidence, making them more engaged and enthusiastic about their work.

“There is no more effective way to empower people than to see each person in terms of his or her strengths.” 
–Don Clifton

2. Connect Strengths to Goals and Objectives:

Align employees' strengths with their job responsibilities and the organisation's goals. Clearly communicate how their strengths can help achieve specific objectives.

When employees see a direct connection between their strengths and the success of their team and the company, they are more likely to feel a sense of purpose and be intrinsically motivated to perform at their best.

3. Regular Check-Ins and Feedback Sessions:

Have regular, ideally weekly*, one-on-one check-ins with employees to discuss their strengths, progress, and areas where they can further apply their strengths.

Consistent feedback sessions create a continuous feedback loop that allows employees to grow and develop their strengths and performance over time. It also demonstrates that the organisation is committed to helping them succeed.

*Gallup research suggests that weekly meetings with each team member are the ideal cadence. These don’t need to be formal, but they do need to be regular and consistent.

As a rule of thumb, managers should speak 30% of the time and employees, 70%. Listening more than speaking gives managers time to get to know employees and their concerns.

4. Encourage Peer Recognition:

Promote a culture of peer recognition where colleagues acknowledge each other's strengths and accomplishments. Tools such as Bucket-filling and Drops are great for this.

Peer recognition not only reinforces the appreciation of strengths but also fosters a collaborative and supportive work environment. It encourages employees to leverage their strengths to benefit the entire team.

5. Provide Opportunities for Skill Development:

Offer training and development opportunities that allow employees to further enhance and apply their strengths.

Investing in skill development not only boosts employees' capabilities but also shows that the organisation is committed to helping them grow in areas where they excel. This can lead to increased job satisfaction and loyalty. Our strengths run through everything we do–how we think, work, communicate, collaborate, take responsibility, achieve goals, build relationships and more. Therefore, consider a program of workshops with an intentional strengths-based thread running through them to allow participants to approach essential professional development skills from the lens of their unique strengths.

6. Tailor Feedback to Individual Strengths:

Customise feedback to focus on each employee's specific strengths and how they can use them to excel in their roles.

Personalised feedback demonstrates that you genuinely understand and value each employee's unique abilities. It makes feedback more relevant and actionable, empowering employees to leverage their strengths effectively.

Today's employees want a manager who is invested in their personal and professional development.

7. Be Direct and Own It

Use first-person statements when giving feedback, and be direct.

Focus on the behaviour or action, not the person. Avoid using judgmental language or personal attacks. Saying something like, "Your colleagues are complaining about you," undermines team dynamics and feels unfair to the employee.

Incorporating these strategies into your feedback approach can help you create a workplace culture that celebrates each person’s differences and strengths, fosters growth, and ultimately leads to higher employee engagement and job satisfaction. By consistently emphasising and nurturing employees' strengths, you can unlock their full potential and contribute to their professional development.

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