Employee Experience and Strengths-Based Development: A Comprehensive Guide, Exams of Communication

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Employee Experience & Strengths-Based Development

Learning objectives

Consider the employee experience from various perspectives

Discuss strengths-based development as a tool for self-reflection, collaboration, and employee

or team development

Understand the importance of giving and receiving feedback for employee performance and

development

My Employee Journey

Hire & Prepare Me

See & Hear Me

Develop & Connect Me

Promote Me

Attract Me

Thank Me

Attracting Employees

What attracted you to apply for the first time for a City job?

What did you know about the City or your agency at the time you applied?

Did you know anyone who worked for the City or in your agency? Did they encourage or

discourage you from applying?

Employee Exits

Complete paperwork, document responsibilities, and set up job shadows to facilitate a smooth transition

If employee is leaving by their own choice, have a celebration.

Keep in touch, if/when appropriate.

A happy departure extends your agency’s network

Coaching & Development

If your manager primarily: The chances of you being

actively disengaged are:

Ignores you 40%

Focuses on your

weaknesses

Focuses on your strengths 1%

Source: Gallup, 2005

Investing in our talents= greater returns

Talent Investment Strength

Domains & Strengths

Executing Influencing Relationship Building Strategic Thinking

Help make things happen and implement ideas.

Help sell the team’s ideas inside and outside the organization.

Help the group become much greater than the sum of its parts.

Stretch the team’s thinking for the future and what could be.

Achiever Arranger Belief Consistency Deliberative Discipline Focus Responsibility Restorative

Activator Command Communication Competition Maximizer Self-Assurance Significance Woo

Adaptability Connectedness Developer Empathy Harmony Includer Individualization Positivity Relator

Analytical Context Futuristic Ideation Input Intellection Learner Strategic

Partner Activity- Comparing Strengths

Take turns describing your top 5 CliftonStrengths themes and how you use them (or don’t) in

your work and life. (2-3 minutes each)

Discuss (10 minutes):

◦ How are you similar based on your top five themes? ◦ How are you different? ◦ How might your strengths themes complement one another?

Debrief

How did it feel to talk about

your strengths?

Strength Training & how we learn

70% on

the job

20%

social

10%

training

Do’s and Don’ts of Strengths-based

Development

Self-reflection

Appreciate diversity

Dialogue about how to collaborate as a team

Pigeonhole people

Ignore problems

Make decisions based on strengths results

HELP! Can this feedback be saved?

“Winners get into work on time. I always say you should be 15 minutes early or

you’ll be lost! You missed the mark last quarter on meeting your goal, and your

numbers aren’t high enough now to make up for being late. If you took your

goals seriously and cared about your job you’d be early for work.

On another topic, it’s great the way you were doing those training sessions with

the team last month, but I heard they didn’t cover the new updates that came

out last week so what are we going to do about that?”

(This terrifically terrible example came from the Qualtrics blog.)

A feedback tool

The Micro-Yes

• Prepare the

receiver that feedback is coming

Data Point

• When & What happened
• Avoid generalizations and “blur words”

Show Impact

• Don’t make assumptions, assume intentions.

End on a Question

• Future- oriented, work toward a solution together