Most feedback focuses on the negative and the areas for improvement. In workplace assessments, even when the overall performance is exemplary, the emphasis usually swings towards the development “opportunities”. It’s as though our strengths and natural talents are taken for granted and our energy goes into correcting our weaknesses (real and perceived).

But is this the smartest way to get the best from people?

Absolutely, corrective feedback has its place and an organisation needs to ensure that employees understand and perform at an expected level of competence.However, over-emphasis on flaws means that talented employees spend time trying to shore up their weaknesses and endeavouring to be a “good all rounder”.

It makes sense for the naturally talented mid-fielder to invest effort into honing this skill. In the same way, doesn’t it make sense to support employees in ramping up their unique skills and talents and playing to their strengths?

Research by the Gallup organisation indicates that programmes that concentrate on employees’ strengths lead to improvements in employee engagement which in turn ensure better business outcomes in relation to retention, productivity, profitability and client engagement.

Feedback from the surveyed individuals also concluded that employees who have the opportunity to focus on their strengths every day are six times as likely to be engaged in their jobs and more than three times as likely to report having an excellent quality of life in general.

To turn the cliché around people are your greatest asset when they’re playing to their strengths. And as organisations attempt to achieve more with less that’s feedback worth acting on!

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