We study successful people and workplaces every day.
And we've been doing it since 1935.
Discover the foundation that supports all of our platform solutions. Because it's how we create exceptional workplaces for our clients all over the world.
An exceptional workplace starts with great managers.
Have you ever had a really great boss? One who helped you discover what you do best, gave you meaningful feedback and supported your career development?
If you answered "yes," then you know that having a great manager is more motivating than even the longest list of perks.
Managers are vital to an exceptional workplace culture because they account for 70% of the variance in employee engagement. Learn about the business consequences of bad managers.
But most managers have one major issue in common.
The three essential elements of an exceptional workplace.
Having these three elements means empowering your managers, developing your employees and improving your organization's performance.
People succeed when they focus on what they do best.
Almost 7 in 10 (67%) employees who strongly agree that their manager focuses on their strengths are engaged. When employees strongly disagree with this statement, the percentage of workers who are engaged plummets to 2%.
Organizations that focus on people's weaknesses create stressed employees. And it fails to improve performance in the long run.
Employees need opportunities for development that focus on their strengths.
People who use their strengths on the job are more motivated. Simply because work feels less like "just a job" to them.
People perform better when their needs are met and they feel supported.
Highly engaged teams realize a 17% increase in productivity.
When Gallup talks about engaged employees, we don't just mean they are happier. We mean they are better performers.
Gallup's engagement-focused advice and best practices help managers address employees' basic workplace needs of belonging and having the right equipment to do their jobs.
Because when you take care of your employees, they can focus on doing great work.
People achieve more when they're working toward a goal.
Employees who work for a manager who helps them set performance goals are 17 times more likely to be engaged than disengaged.
HR initiatives and employee surveys fall flat because they miss one component: They don't tie to performance goals.
Employees want to achieve great things and do their jobs well.
Performance-oriented managers help their teams focus on their most important objectives and desired outcomes, showing employees how their work connects to the organization's overall success.
We help people's jobs feel less like work.
We want to help create workplaces where people thrive in their job and their life. Because when people succeed, your business gets better.
Through our expertise in employee surveys, the CliftonStrengths assessment and advice backed by decades of workplace research, we can help you create an exceptional workplace.