Gallup has published some fascinating research into what drives high performance workplaces – finding that employee development, based on matching roles to unique strengths, drives a culture that in turn drives performance.
1. They protect their investment in employee development with a focus on increasing employee engagement.
2. They avoid the most common misunderstanding about development: It is actually about finding roles, positions and projects that allow them to combine their talents and abilities with experiences to build strengths
3. Their managers are highly involved in the development of individuals — they act as coaches, not bosses.
4. Their leadership owns the culture change (not HR alone).
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