Editorial
The traditional notion of employees as mere “cogs in a machine” has given way to a more profound understanding: the alignment of employees' strengths and sense of purpose with an organization's strategic goals is a key driver of exceptional performance and enduring engagement. In a post-pandemic work environment, this employee-strengths alignment is more important than ever to hire, develop and retain employees.
The Foundations of Employee Engagement: Strengths and Purpose
Before delving into the ways alignment fuels employee engagement, it's essential to grasp the significance of two foundational elements: strengths and purpose.
1. Strengths: Every individual possesses a unique set of strengths, talents and skills that can be honed and leveraged to excel in their roles. Recognizing and nurturing these strengths not only boosts individual confidence, but also contributes significantly to organizational growth. We at TriSync Impact call this your “Natural Genius,” and in his 2009 book, “The Big Leap,” Gay Hendricks calls this your “Zone of Genius.” When equipped with this knowledge, employees and leaders are better able to understand and more effectively employ these unique combinations of personality and strengths, as individuals and in teams.
Organizations identify and capture these individual and team strengths through psychometric assessments such as the Myers/Briggs Personality Type Indicator (MBTI) and Strengthscope Report. Other assessment tools include the Big Five Personality Test, Clifton Strengths, Values in Action (VIA), DISC, Enneagram Test and more.
2. Purpose: A sense of purpose goes beyond the daily tasks and job descriptions. It taps into the deeper reason behind one's work — the impact a person creates and the meaning they derive from their contributions to their organization’s mission and short- and long-term goals. When employees feel connected to a larger purpose, they are more motivated and driven. Employees need to genuinely feel and know their daily work positively contributes to a larger whole. Effective leaders consistently communicate to employees the importance of their contributions to the overall organizational mission.
Related Article: Build Organizational Purpose Into Your Talent Systems
Aligning Employee Strengths and Organizational Goals
Aligning employees' strengths and sense of purpose with the organization's strategic goals creates a symbiotic relationship that propels engagement and performance to new heights. This is achieved on many levels and can begin with small and achievable steps. The progression begins with a deeper understanding and application of individual employee’s strengths; then how those strengths contribute to support teams’ united strengths; and finally, the aggregation of all personnel strengths that comprise an entire productive and purposeful organization.
1. Tailored Roles
The first step in fostering alignment is to create roles that are customized to employees' and teams’ strengths. When individuals use their natural genius (personality + strengths) in their day-to-day tasks, work becomes more enjoyable, and they excel effortlessly. Through this alignment, employees can begin to put themselves into that coveted flow state, where one’s intrinsic motivation couples nicely with one’s skills and strengths. Placing the best-suited employees in roles where they thrive establishes a solid foundation for engagement. Building on that foundation creates greater team cohesion and productivity. Additionally, hiring and HR managers are able to use this intel to inform current and future hiring practices.
2. Clear Goals and Vision
Employees need a clear understanding of the organization's mission and goals to see how their efforts contribute to the bigger picture. When they can connect their tasks to the strategic objectives, a sense of purpose emerges, and the mundane becomes meaningful. For example, we use an appreciative inquiry approach to strategic mission, vision and goal setting with the acronym, SOAR: Strengths, Opportunities, Aspirations and Results to help organizations develop their short- and long-term strategic planning.
3. Continuous Development
To harness strengths fully, employees need access to continuous learning and development opportunities. This not only hones existing skills, but also helps employees explore new areas aligned with their strengths, enriching their contributions and engagement levels.
4. Empowering Autonomy
Granting employees the autonomy to make decisions and execute their tasks according to their strengths fosters a sense of ownership. When they feel trusted and respected, engagement naturally flourishes. No one enjoys being micromanaged! Fostering a strengths-based management approach, allows employees to discover and develop their own method of best practice applications to achieve new success in their job.
5. Recognizing Contributions
Acknowledging and celebrating employees' achievements and their alignment with the organization's goals reinforces the idea that their work matters. Recognition is a powerful tool that fuels intrinsic motivation and reinforces alignment. A simple and authentic “thank you” and “good job” goes a LONG way.
6. Feedback and Communication
Regular feedback sessions and open communication channels provide a platform for employees to express their ideas, concerns, and how they perceive their alignment with the organization. This two-way dialogue strengthens the bond between individual aspirations and organizational strategies.
Related Article: Hire for the Full Spectrum of Competencies
The Ripple Effect: High Levels of Employee Engagement
When strengths and purpose are aligned with strategic success, the organization experiences a ripple effect of heightened engagement. A sense of "all for one and one for all" permeates the company. Most of us want to be part of a winning team where we're working towards a common goal we all believe in and can unify around. When I’m a team member, I’m motivated by inspiring leaders who have unwavering confidence that we will achieve or even surpass our high level goal. Commonly known as the “Pygmalion Effect,” this psychological phenomenon describes how people (athletes/employees) tend to perform better when held to high expectations.
The results can be profound:
Enhanced Productivity
Engaged employees are naturally more productive. They are focused, enthusiastic, and inspired to exceed expectations, resulting in improved efficiency and output; one begets another. Think of this as an upwardly spirling positive cycle that is fed by engaged employees.
Innovation and Creativity
Alignment encourages employees to think creatively and proactively seek ways to improve processes. Their deep connection to their work stimulates innovative thinking that can lead to breakthroughs. When employees feel aligned with the organization’s mission and vision, there’s more buy-in to supercharge innovation and improve ongoing processes–bottom line: greater productivity.
Resilience
Engaged employees are more likely to face challenges with resilience. Their connection to the organization's mission and their belief in their contributions make them better equipped to navigate uncertainties. When these uncertainties inevitably do arise, aligned employees are better able to tap into their strengths to help them balance these bumpy times, as well as tap into others who can support them with their complementary strengths.
Lower Turnover
Employees who find alignment between their strengths, purpose and the organization's goals are less likely to seek opportunities elsewhere. This reduces turnover and associated recruitment and training costs. It also creates greater accountability and responsibility among employee teams and work groups who know how to best use their individual strengths to support one another.
Positive Workplace Culture
The combined effect of aligned employees radiates into the workplace culture. A positive atmosphere of collaboration, mutual respect, and shared purpose emerges, attracting and retaining top talent. Moreover, it’s just more fun, especially when employees see others bringing their very best selves to the workplace.
Related Article: Redefine the Psychological Contract to Improve Engagement and Productivity
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My Final Thoughts
The alignment of employees' strengths and sense of purpose with an organization's strategic success is a potent recipe for achieving unparalleled levels of employee engagement. By creating tailored roles, fostering a clear sense of purpose, offering continuous development and empowering autonomy, organizations can unlock the full potential of their workforce. I’ve seen this exhibited so many times in my work with individuals and organizations.
Two organizations I recently worked with effectively used this employee alignment knowledge to support their individual employees and teams. In the cases of both clients, one, an Ivy League university and the other, a well-known cancer research and treatment center, a strong sense of caring and compassion were prominent individual strengths among the individuals who worked closely with students and cancer patients respectively. We highlighted this compassion strength as a major factor for their achievement and success. However, it also underscored the importance and need for more self-care awareness and support within the organizations.
Outcome 1: Employee programs were developed to help mitigate the pervasive burn-out crisis that so many of these service sectors face.
Outcome 2: Equipped with this new information, we then worked with these organizations to identify and apply the strengths-employee alignment mindsets for ongoing team development, current and future personnel hiring and retention strategies, and short- and long-term strategic planning using the S.O.A.R. methodology.
The power of alignment with strengths, purpose and strategy creates a thriving ecosystem where engaged employees drive innovation, productivity and success, creating a win-win situation for both individuals and the organization as a whole. Bonus: it’s also a lot more fun!
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