A Case Study in Employee Engagement — Jason Biggs Strengths Coach

What Gallup discovered was that a focus on a talent virtually eliminates active disengagement.

When a manager primarily ignores his or her employees, the chances of being actively disengaged are about 4 in 10
When a manager primarily focuses on the weakness of his or her employees the chances of being actively disengaged are about 2 in 10
When a manager primarily focuses on the strength of his or her employees, the chances of being actively disengaged are 1 in 100.

When people in an organisation focus on the talent discovery and strengths development, it actually influences the engagement level of the organisations associates. Based on Gallup’s research, engagement levels are directly correlated to seven key business outcomes: productivity, profitability, safety, customer engagement, absenteeism, shrinkage and retention. Your conversations about talent and strengths can make a real difference in your organisation.