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There are 34 Clifton strengths such as "Learner, "Relator, and Achiever." The assessment has many benefits for increasing employee engagement mmediately after taking the StrengthsFinder test, employees ..ave a new vocabulary to describe what they excel at. Raising positive self-awareness is one of the best ways to grow and develop an individual employee. This boost in confidence can inspire clarity and motivation for all areas of work Gallup reports that employees who use their strengths every day are six times mon: likely to be engaged on the job. Using the StrengthsFinder, each employee receives information on how to maximize their talents in the workplace. Don't worry, though; most of the action items are low cost. If an employee has a top strength of competition, one of the action items would be to develop a measurement system of her achievements. By turning ordinary tasks into competitions, the employee activates her competitive edge, becoming more engaged and invested in the work When employees are self -aware, engagement in teamwork also becomes easier. The StrengthsFinder assessment uses the top strengths to show employees how to work with people of different talents. If you're looking for a way to improve team engagement in your work culture, StrengthsFinder has a lot to offer. Your dty can even host a workshop day where employ- ees take time to learn each other's strengths and how to work effectively together. Using the Gallup StrengthsFinder to increase engagement is a growing trend in many organizations. By providing employees with tools to enhance their natural talent, the employer fosters a positive environment and increases employee engagement Aiig; hiq engagement vAh priorities Of course, employee engagement must be aligned with other organizational priorities. When those change, the organization needs to reset expectations, provide new resources, and ensure employees have a chance to do their best work Most experts agree the more engaged an organizations employees are, the more likely this alignment will happen seamlessly. For example, during the economic downturn around 2009, many organizations changed their focus from growth to survival. Organizations with engaged employees understood the need to change quickly and shifted their own work focus to what needed to be done to keep the organization afloat. Final advice from Gallup and other employee engagement experts: Recognize that an organization needs to understand where it is today and where it wants to be in the future before it can engage employees in that vision. And that brings us back to a simple formula for employee engagement. According to Gallup, employees need to know what's expected, understand how they are contributing to the overall mission, and be given the opportunity to do what they do best. That pretty much sums it up. GO Casey Casella Is an administrative intern with the League of Minnesota Oties. She I3 a studerri at the University of Minnesota's Humphrey Schod of Pubk Affairs and will graduate In August 2017, earning a master's degree in public policy. Laura Kushner is human resources director with the League of Minnesota Cftles. Contact: Ilaahw@Imc org or (651) 281-1203. 12 1 MAY/JUN 2017 1 MINNESOTA CITIES 49 17