Strengths in the Workplace Flashcards
7 cards from real Gallup StrengthsFinder practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Strengths in the Workplace flashcards as text
According to Gallup research, employees who use their strengths every day are how many times more likely to be engaged at work?
Answer: 6 times more likely
Gallup research consistently shows that employees who use their strengths daily are 6 times more likely to be engaged at work.
What is the primary goal of a strengths-based manager according to the CliftonStrengths framework?
Answer: Help employees maximize their natural talents and apply them to their roles
Strengths-based managers focus on identifying and developing employees' natural talents so those talents can be applied most effectively in their roles.
According to Gallup, what percentage increase in productivity can organizations expect when implementing strengths-based development programs?
Answer: 12.5%
Gallup research found that strengths-based development leads to approximately a 12.5% increase in productivity.
How does the CliftonStrengths framework recommend handling a workplace weakness?
Answer: Manage weaknesses through partnerships, delegation, or complementary support systems
The CliftonStrengths approach recommends managing weaknesses — not fixing them — through strategic partnerships, role adjustments, or support systems.
What did Gallup research find about teams that received strengths-based feedback and development?
Answer: An 8.9% increase in profitability
Gallup found that business units receiving strengths-based feedback showed an 8.9% increase in profitability.
In a strengths-based organization, how should job roles ideally be structured?
Answer: Aligned with individual employees' top CliftonStrengths themes where possible
Strengths-based organizations aim to align roles with individual employees' top themes so that work feels natural and people can excel.
Which approach does Gallup recommend for managers when an employee is consistently underperforming?
Answer: Explore whether the current role aligns with the employee's strengths
Gallup recommends that managers first investigate whether role misalignment — not lack of effort — is the cause of underperformance.
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- support.gallup.com — Exam format, retake policy, test delivery, time limit · verified Oct 2026