Forty-one percent of employees cite issues related to engagement and culture as the primary reason for leaving their previous job.
Inclusion isn't just about creating a welcoming environment -- it's about actively recognizing and leveraging each individual's unique talents. Without intentional strategies to build unity and inclusion, engagement suffers. Employees who don't feel valued for their unique contributions and talents are less likely to contribute to their fullest potential.
CliftonStrengths® helps organizations create teams that thrive on inclusion, boosting engagement and driving real business results. Employees who know and use their CliftonStrengths are more likely to be engaged at work.
Many organizations try to promote unity and inclusion without understanding how to meaningfully integrate and appreciate the uniqueness of their employees.
Where Inclusion Efforts Often Fall Short
- One-size-fits-all approach: Managers treat all employees the same, without understanding their unique strengths and needs.
- Lack of awareness of individual differences: Managers focus on diversity in numbers, without helping employees understand the difference that only they can make.
- Limited inclusive leadership skills: Managers aren't equipped to create inclusive teams and often struggle to engage employees from diverse backgrounds.
How Leaders Should Respond
Promoting unity and inclusion is a strategic approach to employee engagement. CliftonStrengths provides a common language for employees to talk about themselves and what they bring to the table -- building chemistry and understanding across teams.
CliftonStrengths is the catalyst to higher engagement and business performance. Organizations and teams that use CliftonStrengths see:
- 19% higher sales
- 72% lower turnover
- 29% higher profit
- 23% higher employee engagement
Leaders can create an environment where inclusion thrives and engagement flourishes by:
- Identifying and celebrating individual strengths: Use CliftonStrengths to help employees understand their unique talents and create an environment where those talents are actively recognized and appreciated.
- Developing inclusive leadership skills: Equip managers to lead with a strengths-based approach by incorporating strengths into employee conversations and using strengths to drive development and performance.
- Encouraging collaboration across strengths: Understand what each team member contributes. When employees work together in ways that align with their natural talents, teams become more productive, creative and engaged.
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This content first appeared in our "10 Lessons to Improve Employee Engagement" microlearning email series.
