7 Ways to Use CliftonStrengths to Improve Your Employee Experience Strategy (several part series)

Employee experience describes the journey an employee takes with your organization. It includes all the interactions your employees have with you before, during and after their tenure.

What happens during those interactions shapes your employees’ perceptions of your organization — which has an effect on employee performance, customer experiences and your ability to attract more talented employees.

Those interactions take place at various points in the employee life cycle: Seven life cycle stages have been during which employers have the opportunity to affect the employee experience the most.
One consistent approach to creating valuable interactions at each of the seven life cycle stages is focusing on employees’ CliftonStrengths.

Long proven to be a driver of positive business outcomes, applying a strengths-based approach at each stage of the life cycle can ultimately result in an improved employee experience.

One consistent approach to creating valuable interactions at each of the seven life cycle stages is focusing on employees’ CliftonStrengths.

Here’s how you can go deeper with CliftonStrengths at every stage of your employee experience strategy:

1. Attract: Be a place where people are known for their CliftonStrengths.
Today’s employees are looking for more than just a paycheck. They want an employer who can offer them purpose, growth and the ability to use their talents on a daily basis. Sixty percent of employees say the ability to do what they do best in a role is “very important” to them.

That said, many employers still struggle to fit people in the right role, and many managers fail to adjust roles to allow employees to work the way they work best.

Being known as a strengths-based organization is a key differentiator for your employment brand. It tells potential job candidates, “You won’t be just a number here. We are interested in what makes you unique. We want to place you in the best position to fulfill your dreams, and we will work with you help you grow and succeed.”
2. Hire: Explain your identity as a strengths-based organization.
Gallup offers talent-based hiring solutions for companies looking to outfit their organization with individuals who display innate tendencies to be successful in specific roles. This is not the same thing as CliftonStrengths; Gallup does not recommend using the CliftonStrengths assessment to make hiring decisions.

However, discussing with candidates your organization’s strengths-based development approach is an important selling point. Prospective employees may not be familiar with the way your organization values the CliftonStrengths of individuals and the teams they compose. Ideally, you can explain how your focus on CliftonStrengths is a critical part of your workplace culture.

Additionally, if you attract and hire people to your organization under the guise of being “strengths-based” but never deliver on that post-hire, you risk doing irreparable damage to the employee experience.

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