Whether your team operates from a single office or spans continents and time zones, there’s one universal truth: performance soars when individuals are empowered to play to their strengths.

Every team member brings unique talents to the table—some obvious, others hidden beneath day-to-day tasks. Maybe your administrative assistant has a knack for negotiation, or your junior hire is a natural at content creation. These abilities shouldn’t be overlooked—they’re opportunities. As a leader, your mission is to help uncover and nurture these strengths, aligning them with both personal growth and team goals.

Why Strengths Matter in the Workplace

1. Boosted Engagement:

When people do more of what they naturally excel at, they’re more energized and motivated. According to Gallup, only 36% of employees feel engaged at work. One powerful way to shift that number? Let employees lean into what they do best.

2. Increased Efficiency:

Delegating tasks based on strengths isn’t just smart—it’s strategic. You free up time, streamline operations, and create a more agile team. When everyone works in their “zone of genius,” productivity naturally follows.

3. Lower Turnover:

When people feel seen, supported, and challenged in the right ways, they stick around. LinkedIn research highlights high turnover across industries, especially in professional services and retail. Recognizing and encouraging unique strengths gives employees a reason to stay—and thrive.

How to Tap Into Individual Strengths

1. Start with a Strengths Assessment

Kick things off by helping your team identify their top strengths using well-established tools. Options like Gallup’s CliftonStrengths, the VIA Character Strengths Survey, and the HIGH5 Test offer insights into what makes each person tick. And yes—some are free, making them budget-friendly.

2. Match Responsibilities to Talents

Once strengths are clear, evaluate current roles. Could one team member handle a task more efficiently or passionately than another? Rethinking responsibilities can uncover untapped potential—but be sure to communicate openly. Reassigning work should feel like empowerment, not punishment.

3. Invest in Development

Strength alone doesn’t guarantee skill. Professional development fills the gap. Encourage employees to build on their natural abilities with training, certifications, workshops, or mentorships. Millennials and Gen Z especially value learning—three-quarters say they’d leave a job that doesn’t offer growth opportunities.

4. Recognize and Celebrate

Recognition reinforces value. Shout out strengths and wins in meetings, through internal awards, or peer nominations. When success tied to strengths is highlighted, it becomes part of the culture—and your team will feel more motivated to bring their best.

The Takeaway

Your team likely has untapped potential just waiting to be activated. By discovering individual strengths, aligning them with roles, encouraging growth, and celebrating achievements, you unlock not just better team performance—but a more engaged, fulfilled workforce.

Ready to lead with strengths? Your team’s next level is just around the corner.