What do you do if you want to give feedback that recognizes and values employees' strengths?

A good leader knows all their team member's strengths. Because you want to put people on the front lines or make them the subject matter experts that require those strengths. People who are doing what they love take those extra steps that you want them to take to increase the value of the work. People who love what they do don't accept failure, they find the solutions no matter how hard to find, they build back-up plans, and the scripts needed for all the employees involved to succeed. They put skin in the game. And how can you improve on that!!

Create a "Strengths Spotlight" program where employees nominate peers for their unique strengths, accompanied by specific examples. Recognized individuals receive personalized certificates or badges and a spotlight in company communications. Implement "Strengths Swaps" where employees with complementary strengths collaborate on projects, fostering mutual appreciation. Host quarterly "Strengths Showcases" where employees share how they leverage their strengths in their roles. Introduce a "Strengths Mentorship" initiative pairing employees based on complementary strengths for skill exchange. Encourage managers to incorporate strengths-based feedback in performance evaluations.

A leader understands the strengths of each team member and assigns roles accordingly. However, if you are a new manager, go to the Gemba. Ask questions related to which area of their work they enjoy most and least while they are doing it because emotions are at their peak while performing any task. Ask questions or ideas about other business functions, as this will help you understand what interests them. Ask what people 'outside work' say about them. This might reveal some strengths that are not utilized at work.

When providing feedback, be specific about the employee's strengths and the impact they have. Use concrete examples and provide details about how their strengths have made a positive difference. This helps the employee understand exactly what they are doing well and why it is valued.

Encourage the employee to see their strengths as a foundation for growth rather than a fixed set of abilities. Help them understand that strengths can be built upon and expanded with continuous learning and practice. This mindset promotes a sense of possibility and encourages the employee to embrace new challenges.

Receiving positive feedback feels great and can be a powerful motivator, but it should also be seen as a stepping stone for further development, not the final destination. Even in areas of strength, there's always room to grow and refine skills. The goal is to foster a growth mindset, where employees are motivated to build on their strengths and explore new challenges. Feedback should be specific, highlighting what the employee does well and how they can leverage their strengths to take on new projects or roles.