Practical example
Optimizing the departmental structure through strength-based employee assignment
Following the merger of two departments, it became necessary to redesign and optimize the departmental structures based on employee competencies. By using the Gallup StrengthsFinder, we raised awareness of each employee’s individual strengths. Our goal was to develop an effective collaboration model that makes the most of team members’ strengths, thereby improving team dynamics and cohesion.
Background
The merger of the departments presented a number of challenges, including a lack of transparency regarding the range of topics and an insufficient understanding of employees’ skills. To address these challenges, it was necessary to assess employees’ existing strengths using the Gallup StrengthsFinder and identify the best ways to utilize them based on those findings.
Specific task
The primary task was to develop a plan for optimizing the department’s structure. To this end, the employees’ strengths were identified and used to assign tasks specifically based on their respective strengths and competencies. In team workshops, employees’ strengths were mapped to the tasks and requirements of the collaboration model. It was also important to foster understanding and a culture of communication within the team to improve interactions and create a more open atmosphere.
KBC's Approach
We used the Gallup StrengthsFinder to identify each employee’s individual strengths. In a comprehensive workshop setting, these strengths were mapped to the team’s specific needs. This ensured that every employee was assigned a suitable role that not only matched their skills but also increased engagement and satisfaction within the team. Another component of our approach was the documentation of a developed plan for restructuring the department, which enhances transparency regarding the diversity of topics and the connections between employees’ competencies.