The future of work lies in putting people first. According to the latest report from Gallup and Workhuman, The Human-Centered Workplace, the key to sustainable success is a corporate culture that takes recognition, feedback and continuous development seriously. However, it is not enough to simply expect managers and employees to implement these measures. To create real change, companies need to design their systems in such a way that these values are deeply embedded in everyday work.
The facts at a glance:
- Recognition: Regular and meaningful recognition can reduce employee turnover by 45%. Employees who feel valued stay longer.
- Feedback: Only a quarter of employees receive valuable feedback – a critical factor for development and engagement.
- Wellbeing: Recognition promotes emotional wellbeing and reduces stress and loneliness.
- Upskilling: Many employees feel insecure when dealing with new technologies. Without sufficient support and training, companies’ innovative strength suffers.
Positive psychology: the science behind strength awareness
Research in positive psychology supports these findings and shows that strength awareness is a key to employee well-being and performance. Harzer and Ruch (2013) found that using one’s strengths significantly increases work engagement and well-being. Their research shows that consciously applying strengths in the workplace leads to greater motivation and satisfaction. Meyers and van Woerkom (2015) have also shown that strength-based development is more effective than focusing on weaknesses. They argue that promoting strengths empowers employees to reach their full potential, which leads to better performance in the long term. Wood et al. (2011) found in their study that employees who know their strengths and apply them regularly are more resilient to stress and burnout. They experienced fewer negative emotions and felt more satisfied and secure in their work overall. Miglianico et al. (2020) add that teams that bring a variety of strengths to their work are more creative and innovative. Strength diversity fosters new solutions and increases the team’s overall performance.
Reprogramming the system:
Building a foundation for real change Organizations need to do more than just expect leaders and employees to build a culture of recognition and feedback. These values must be deeply integrated into organizational systems – they must be practically “reprogrammed”. This means that the process of recognition, feedback and development of strengths must become a structural part of everyday work. Organizations that take this step not only create a culture of growth, but also offer their employees the opportunity to reach their full potential. This requires new approaches to the way feedback is given, recognition is fostered and learning opportunities are provided. Only when these processes are deeply integrated into everyday business practices will a sustainable change be achieved.
Conclusion: Strength awareness as a success factor
Research clearly shows that a culture based on strength awareness, regular recognition and feedback not only promotes employee well-being, but also leads to better performance and higher employee retention. However, companies need to go beyond simply striving for these goals and adapt their systems accordingly to achieve real and lasting change. Building strengths into the daily work is key to creating organizations where employees can reach their full potential.
