In an organization with a healthy culture, the end result is that employees fulfill their desire to be engaged. When they reflect on their jobs they think things like this: “I matter around here. My strengths are being recognized and used around here. I am making a difference in and through my work”>
In our employee survey, The Engagement Dashboard (TED) those organizations with a healthy culture consistently saw that their employees answered ‘yes’ to questions such as “I get to use my talents and strengths every day at work”.
Some organizations do this as a matter of course, putting employees through widely available strengths-identifying instruments. We recommend such tools and use a few ourselves.
However, the very best organizations end up identifying and developing managers and leaders who themselves are talent scouts, whether or not they use the formal tools.
These leaders use two questions as indispensable tools to identify talent:
What does it take to win in our business?
How will we know a winner when we see him or her?
If you can identify these people – fueled by your leaders’ experience in the industry and the available tools – and then deploy and encourage them, you will have made an important first step toward engaging your people.