Strength-based performance appraisal and goal setting.

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My strengths count!: Effects of a strengths-based psychological climate on positive affect and job performance (2015, background): “Strengths can be identified and appreciated by formal strengths-based performance appraisals (Bouskila-Yam & Kluger, 2011)—as an alternative to appraisal approaches with a strong focus on deficiencies—and by informal positive feedback from managers or coworkers when one is successful or one’s…”
Strengths use and work engagement: a weekly diary study (2016, background): “…practices in organizations are still based on a deficit model in which a person’s area of weakness is seen as the greatest area of opportunity (Bouskila-Yam & Kluger, 2011; Roberts et al., 2005), providing insight in the mechanisms that mediate between strengths use and outcomes may help…”
Looking Forward to Performance Improvement: A Field Test of the Feedforward Interview for Performance Management (2015, methodology): “While this proposed system has a strong theoretical foundation, only two studies have been conducted to date on the FFI (Bouskila-Yam & Kluger, 2011; Kluger & Nir, 2010), thus there is little conclusive evidence of its effectiveness.”