Relating to Employees with Distinct Personalities

Relating to employees with distinct personalities and then being able to motivate them is often on of the biggest challenges by managers and leaders.

managing employee personalitiesLearning how to stimulate each individual – especially those with distinct personalities – is the key to a successful organization.

Whether it’s a raise, a promotion, or simply the chance to work on a new project, all people are motivated differently – that is undeniable.

People have different priorities in the workplace, the intern is hungry for experience, the young sales agent trying to meet goals for that juicy bonus, the VP struggling to balance home and work life.

Of course, money is the main reason we all get up to go to work in the morning, but even motivational theories such as Maslow’s Hierarchy of Needs stemming back to the early 1900s detail how and why so many other factors come into play in regards to motivating people.

Unless you know your workers’ differences, the music they make together may sound more like a cacophony than a symphony.

There are many different segments of employees in today’s workforce, and most organizations likely employ a unique combination of them.

Various Books and Blogs Define These Groups in Unique Ways
Here Are Some of Our Examples:

  1. Fair and Square Traditionalists – these are employees who want their work to provide stability and a secure future.
    Motivate them by:
    • Asking for and giving them feedback
    • Talking to them frankly
    • Discussing the company mission and their role in making it happen
  2. Accomplished Contributors – these are employees who prize teamwork.
    Motivate them by:
    • Nudging them toward team leadership roles
    • Giving them specific measurements of their success and growth
    • Asking for their input
  3. Stalled Survivors – these are employees who see work as work, not life.
    Motivate them by:
    • Focusing on work-life balance
    • Putting them on teams that provide support, empathy, and role models
    • Helping them plan their career future
  4. Demanding Disconnects – these are employees who are easily disengaged, need constant feedback and recognition.
    Motivate them by:
    • Giving them non-routine tasks
    • Discovering their strengths to use on the job
    • Paying attention to their ideas
  5. Maverick Morphers – these are employees who are enthusiastic and like trying new things. Motivate them by:
    • Providing a congenial work environment
    • Letting them know what’s going on
    • Discussing their progress
  6. Self-Empowered Innovators – these are employees who like work for the sake of work.
    Motivate them by:
    • Giving them responsibilities that allow for learning and growth
    • Ridding their path of obstacles
    • Allowing them to stretch the company’s vision

Whether you are a leader, manager, or supervisor, the key to motivating employees is to understand what drives them. Being able to understand who that individual person is at their core, how they are wired, what motivates them, and what they enjoy doing, is the primary foundation to motivating and engaging every type of employee.

Cavalry Management Consultants offers Talent Performance Solutions that are reliable and can help managers understand the core of who a person is. Their thinking style, behaviors, and innate traits and abilities, that when unleashed will increase your revenues and decrease your costs. You will no longer need to group your employees into categories like the ones listed above; simply evaluate for job fit, and compare prospective and existing candidates to those top performers in your organization.

Contact us today to schedule a no cost assessment.

Don is an experienced human resource consultants who has a proven track record of helping businesses hire the right people, and get them doing the right thing. Don's passion lies in helping organizations increase productivity and decrease defects and costs.

You can reach Don directly at 440-240-2583.

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