#34 Managing to Strengths

So you think you hired yourself the perfect employee.  You are feeling so good about this person that you know you it will be smooth sailing from here on out.  But pretty soon you begin to notice that while s/he performs some duties really well, there are other things that s/he does that are not so great...Oh no, you say!  What am I to do now?

You are going to have to attempt to fix this employee's shortcomings -- right?   This will include having the dreaded "talk" with the employee.  Never a fun thing. I am sure the talk will go something like this, "(name), while you do this really well, I am noticing you are not doing these other things quite up to par".  From the employee's perspective s/he hears, "I am doing this whatever really well", and feels good for a moment.  However, when the but word comes out of your mouth, the employee hears nothing else.  From the employee's viewpoint all s/he can think is "Oh here it comes again", and all s/he hears is "blah..., blah..., blah."  Just like in the Charlie Brown cartoon specials.

This attempt to change the shortcomings in an employee seems logical, but does it work?  The fact of the matter is that individuals who are not good at something, typically are never going to get much better.  You can spend countless hours talking, fretting and sending employees to additional training classes.  If someone does not have the talent, ability or motivation, they will never be particularly good at that task(s).

A few years back in a book titled "The Strengths Finder", it was suggested that managers focus on an employee's strengths.  If you emphasis his/her strengths and allow the employee to continue to learn and get better at what they do best, all of you will be much happier and productive.  The thought is to supplement his/her talents with another employee who is strong in the area that the first employee is not so good in.  It creates a win-win situation  for both employees, and ultimately for you, the manager, too!

So try managing to strengths and quit spending so much time on an effort that will bring little if any rewards.  No more dreaded "talks" -- you and your employee will be very pleased with the results!