You can also address workplace weaknesses with new hires or training programs for personal and professional growth. For instance, if you know your current workforce isn’t very team-oriented, you might use that knowledge to hire a manager who has that strength.

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Imagine you had to repeat yourself every time you gave instructions. You’d be half as productive as you could be. From taking instructions well to receiving and implementing feedback rapidly, active listeners are a great asset to have, making this one of the essential work strengths to look out for when assessing new hires.

Discipline is the ability to put job responsibilities ahead of job enjoyment when necessary (although you shouldn’t be regularly forcing your employees to choose one over the other). Disciplined employees have incredible time management skills and will never miss a deadline, making them your go-to for important projects.

Good communication skills can also help avoid personal misunderstandings, which can lower overall morale and efficiency.

Hiring for and developing key strengths is vital for employee job satisfaction and wider company performance. It’s important to stay on top of strengths and weaknesses in the workplace, as these will fluctuate with time and growth.

Zooming out and cross-collaboration between departments are key to ensuring everyone is on the same page and the company continues moving smoothly toward its goals. Team players can help bring people with different skills together to accomplish a shared goal.

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Employee strengths are a broad category that encompasses both soft skills, like teamwork and decisiveness, and hard skills, like proficiency with a CRM system or SQL databases. Examples of key employee strengths can be emotional intelligence, problem-solving, or communication skills.

When time is money, efficiency is critical. And nothing saves more time than clear communication skills. It can be the difference between hours of email back-and-forths and long meetings or a razor-sharp, execution-focused team that’s always on and smashes targets thanks to crystal-clear delegation.

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It’s also important to remember that strengths in the workplace can manifest in many different ways. The key is to know what strengths are most important to your business and be able to identify them in the hiring process.

Motivation is one of the most powerful employee strengths to screen for. After all, just a few right words strung together from someone in a leadership position can change the tone of a team’s entire day.

Leaders inspire and unite their teams with ease and know that with this great power comes great responsibility, making this one of the top five key strengths of an employee in a more senior position. They also usually possess strong communication skills for effective dialogue, make informed decisions, adapt seamlessly to change, and have a visionary mindset to inspire long-term growth and innovation.

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Finally, one of the most important personal strengths to consider when hiring or assessing current talent is whether someone takes on responsibility. Stepping up to lead projects, not passing off their work to their junior, and putting their hand up when they make the wrong call are signs of a highly responsible person.

Everyone loves a team player — someone who doesn’t get their ego too involved and understands that in brainstorms, the best idea should always win, even if it isn’t theirs.

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If a new campaign you just implemented isn’t performing so well, you need someone patient enough to stay focused on the bigger picture and not get caught up in the temporary dip. Look for someone who follows through and can complete tasks without abandoning them due to boredom or impatience.

If a client presentation goes wrong or a miscommunication leads to missing a deadline, you want someone accountable who will own up to their mistakes.

Addressing the concerns of other employees in a constructive and neutral way is a huge advantage for any team. Whether de-escalating tension when the team is under pressure or mediating a disagreement, you need someone with conflict resolution skills to keep the peace.

Finally, remember that assessing strengths in the workplace is a continuous process. It’s a good idea to set up regular performance reviews so you can provide constructive feedback and ensure employees feel empowered and appreciated while monitoring how strengths and weaknesses fluctuate. Human resources can provide training programs to make improvements where necessary.

Negotiation, in a way, is its own kind of problem-solving, as it requires finding the win-win in not-so-obvious situations. Doing that shows immense emotional intelligence, sensitivity, and charisma—all super valuable for building team cohesion and harmony.

Similar to teachability, learning agility is a great indicator of someone’s ability to learn fast, adapt, and be dynamic in ever-changing workplaces. Employees with high learning agility will always be high-value, as they have no problem staying relevant with evolving industries and new technologies.

Being culturally sensitive means recognizing that different people think and react differently based on their unique lived experiences. What might come off as a cold, direct remark to some might not have been sent with that intention — it could just be the culture of the sender speaking.

You need someone who can make a decision with limited information and move forward despite uncertainty. They will help you learn more, faster and keep you out of the dreaded analysis paralysis.

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Different job-related skills will be more or less relevant depending on your industry, your business goals, and your team size. Every company has different needs.

Toggl Hire’s skills testing features provide a powerful solution for assessing and uncovering these strengths during the hiring process, allowing you to identify candidates with the specific skill sets and qualities your company needs to thrive.

A resilient employee will embrace challenges because they know they can handle them. With a stubborn kind of approach to problem-solving, they don’t give up just because of a few pesky setbacks.

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There’s no peace of mind like knowing that once something has been delegated, it’s as good as done. Trustworthy employees keep their word, are loyal to the company, and will speak up when they see injustice. They’re your eyes and ears when you’re not around.

Employee strengths are characteristics that help them do their best work. They can be hard or soft job-related skills, but regardless, they fundamentally shape company culture.

Creative thinking is key to innovation on every level—and in any industry. It’s especially valuable if your product or service is the first of its kind. It’s the reason Apple reached iconic status, and so many other computer companies of the 1980s and 90s faded into nothingness.

On a company-wide scale, positive attitudes boost workplace culture, making this employee strength key to a healthy work environment.

Employee strengths are a broad category that encompasses both soft skills, like teamwork and decisiveness, and hard skills, like proficiency with a CRM system or SQL databases. Examples of key employee strengths can be emotional intelligence, problem-solving, or communication skills.

Problem solvers are solution-oriented thinkers who are quick on their feet. These employees tend to overcome challenges faster and with less friction. Thanks to their analytical minds and can-do attitude, they’re indisposable to innovative, ambitious companies—a dynamite combo!

Self-motivated people produce high-quality work and have no problem getting on with everyday operations, even if no one is watching them.

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From not needing to be micromanaged to pitching you their own ideas for solving pressing problems, a self-motivated person will make your work life much lighter, especially if you’re managing a larger team of people who rely on you for decision-making or feedback.

Being teachable means someone is always in student mode, hungry to keep learning and growing. These are the best folks to train and prepare for leadership positions when the time comes.

Emotional intelligence is more than just self-awareness. It’s noticing your timid colleague felt dejected after being spoken over in a meeting or knowing how to give negative feedback with tact. Usually, emotionally intelligent people are driven by purpose and personal growth, so ensure you can provide those if you want to attract these employees.

These employees are great because they learn from their mistakes, see growth opportunities at every turn, and improve over time—often very rapidly.

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If this culture rubs off on the wider company, you might find yourself with a culture of people moving fast and breaking (then improving) stuff—you know, in the best way possible.

In the job interview, ask strategic interview questions to probe deeper into the particular soft skill strengths that are vital to the role and wider team dynamic. You can also assign role-specific homework assignments to vet for strengths that lie more toward the “hard skill” end of the spectrum.

Negotiation is usually associated with sales teams, but it’s one of the workplace strengths every employee should embody. You want someone who can captivate and persuade you, make you see things from their point of view.

Assessing employee strengths starts before someone joins your team. Once you’ve identified the employee strengths most important to you, make sure to communicate them in the job descriptions of every new role. This ensures you get the best-aligned people into your candidate pipeline.

Even the best employees struggle with confidence once in a while, especially if they’re not working in a harmonious workplace that supports their natural strengths and career development. Ensure you’re creating a positive working environment that encourages constructive feedback and professional development.

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Similar to a trustworthy employee, an accountable one isn’t afraid to speak up even when it’s their head on the chopping block. The last thing you want when getting to the bottom of a problem is to play a few rounds of the blame game.

When assessing candidates in job interviews, remember that your employee strengths are your organization’s strengths. Because think about it. That’s all organizations are. People. So if you want to build a dreamy company culture, look at your people first.

If a deadline suddenly changes or the scope of a project grows, you need someone who can adapt — quickly and without complaining. This is the value of flexibility. Flexibility allows teams to solve problems more creatively, develop trust, and overcome obstacles faster.

Assessing a potential employee’s strengths doesn’t have to be hard. With the right interview questions, skills-first recruitment software like Toggl Hire, and, once they’re hired, regular performance reviews, building an employee strength strategy can be simple.

A positive attitude can be the difference between a good team and a great one. It’s key to keeping motivation high when a project faces unexpected setbacks or enhancing productivity and joy when morale is low.

This is a key employee strength to screen for when hiring for external-facing roles, like your customer service department or sales team. However, EQ tests aren’t the most reliable way to screen for this strength. Instead, use skills tests that assess potential employees for skills related to high EQ.

Confidence breeds decisiveness, which leads to faster action-taking and quicker results. It also builds trust with the wider team and instills a culture where everyone strives to do the best they can.

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Employees skilled in critical thinking can get to the root of problems faster. They identify nuances, question the status quo, and don’t really get caught up in ego games. They usually deliver high-quality work as a result.

Being goal-oriented indicates a desire to see results, especially when they’re broken down step by step. Having clear, intentional KPIs and milestones along the way will get you much further than setting a lofty goal in a strategy meeting and then not looking at it for the rest of the quarter.

By encouraging employees, a strong motivator is able to boost employee morale and build happier and healthier workplaces while driving better results.

Data-driven insights can help optimize every facet of your business, from the content you put out to the features you launch next and even deciding who to promote. In an increasingly data-driven world, being able to analyze this data effectively is crucial.

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Some examples of employee strengths include leadership skills, time management, decision-making skills, teachability, and communication skills (we’ll cover dozens more in the employee strengths examples below, though).

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If you’re handing over tasks to another person or onboarding a new recruit, having that person be highly teachable will make your job much easier.

Strengths that are more like personality traits can be obvious to spot in an interview. Creative thinking is a bit more nuanced and hard to test for. You’ll likely need to use the right questions or homework assignments to assess candidates for creative thinking.

Understanding your current employees’ strengths is vital to building a cohesive and effective company. This can help you organize teams by amplifying employee strengths and identifying employee weaknesses — then filling those gaps with new skills.

Being on top of their calendar, blocking time for projects according to upcoming deadlines, and updating Trello cards are hallmarks of the kind of organized employee you need.

Strengths and weaknesses within the team sculpt hiring decisions and professional training resources you might offer and can help you enhance productivity internally and improve overall performance faster.

Staying organized is key to maintaining a healthy work-life balance, being efficient with your time, and avoiding feelings of overwhelm.

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Good leadership is all about empowering employees to do their best work. True leaders can naturally sense individuals’ strengths and weaknesses and build their teams accordingly to smash company goals (and make sure they all have a good time along the way).

Confidence doesn’t mean having all the answers; it means being secure enough to admit not knowing and trusting your ability to find out.

An optimistic employee can be the difference between a productive workplace and a mediocre one. You won’t have to worry about keeping morale high if you’ve built a team of optimists who can always keep motivation high when things are good and see the silver lining when there’s a setback.

If you prioritize screening for this strength, optimism will rub off on your culture. Who doesn’t want to work somewhere the glass is always half-full?

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You can also address workplace weaknesses with new hires or training programs for personal and professional growth. For instance, if you know your current workforce isn’t very team-oriented, you might use that knowledge to hire a manager who has that strength.

The five key factors of a learning agile employee include change agility, mental agility, people agility, results agility, and self-awareness. To assess candidates for learning agility, use skills assessments that focus on cognitive abilities.

Create a free Toggl Hire account and tap into the diverse range of employee strengths that will drive your company’s success.

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Assessing employee strengths in the workplace starts at the very beginning of the hiring process and is a continuous, evolving process. From the job description to clever interview questions and specific skills assessments, there are lots of ways to vet for employee strengths before extending a formal offer.

Whether you want to stand out in a competitive market, be known for wizard-like technical skills, or promote good work ethics, it all starts with your employees.

From meeting deadlines and quotas to taking responsibility for mistakes, you need team members you can depend on. In fact, dependability is more than just an employee strength—it’s a core characteristic that every member of your organization should possess.

Understanding your current employees’ strengths is vital to building a cohesive and effective company. This can help you organize teams by amplifying employee strengths and identifying employee weaknesses — then filling those gaps with new skills.

It’s important to keep this in mind when working with a diverse workforce (especially ones where English isn’t everybody’s first language) where cultural norms vary greatly. Doing so will ensure employees feel supported and understood.

Unsure what to look for when assessing candidates (or your current workforce) for strengths and weaknesses? Use our list of 30 employee strengths to look out for and other helpful tips about why they’re important and how to assess these kinds of strengths at work.