By
Ruelha Mascarenhas
The best way to solve a problem is by treating it at the root, and the best way to get to the core is by comprehending it thoroughly. There may be a lot on the surface. And those may be consequential reactions or manifestations of the cause. But, to understand a situation, person, or problem, one needs to be cognizant of the elements. This is where observation comes in. It conveys many answers and provides essential details to create a mental blueprint. Then you can act accordingly. But, just reacting without an acuity cannot eradicate a problem. In fact, your response could be detrimental.
The same applies when you are managing your staff. You must put in some effort to understand them individually. Once you truly understand your employees, you will have the power to optimize their potential. This way, everyone wins. Your employees benefit from a leader who discovers and hones their skills, while the company benefits from a productive and efficient workforce. It's not all about learning their strengths or unearthing areas they lag in. If you understand their objectives, you're close to knowing what truly motivates them. And when you know what motivates your staff, there's no stopping you from building a firmly knit, proficient workforce!
Observation is awakening to the revelation of life. - George Prime
If you observe carefully, all your employees fall under one or more of the below-listed categories. We're not encouraging bias at all. We're not asking you to segregate staff into buckets of age, gender, orientation, experience, or race. But, what does make a difference is assigning, aligning, distributing, or teaming work based on personality traits. Even still, working professionals are human beings at the end of the day. And although they're your biggest asset, human behavior is unpredictable. But, the science that comes close to excavating secrets that may assist you in your quest to build an army of diligent and competent professionals is 'psychology.
' For instance, let's consider Herzberg’s Motivation Theory. You may know it as 'Herzberg's Motivation-Hygiene Theory' or 'Herzberg's Two Factor Theory.' After interviewing and studying a couple of hundred professionals, Frederick Herzberg realized that motivators cause employees to work harder. There can be several motivators within a work atmosphere. Growth, achievement, responsibility, recognition, and the nature of the work itself are notable motivating aspects. Different motivators appeal to different personality types. Each type may react uniquely to any given situation. And it is good to note that every rule, formula, and theory always has exceptions. However, here is a generic classification of the types of employees you may encounter and the ways to ensure both of you achieve success together:
Also Read: Reasons Why Your Employees Might Leave You in 2022 & How You Can Stop It from Happening
1. The Fun Ones
Free-spirited individuals who need to feel happy about their decisions and work fall into this category. Such employees generally have a high threshold for tolerance and patience. They need to feel like their work contributes to a greater cause, preferably one that passionately resonates with them. They may lack ambition, depending on their financial responsibilities and commitments. They prefer living in the present and are relatively easy to have a conversation with. Because of their adaptable and ductile nature, they make great co-workers and perform well in a team. They can easily diffuse an unpleasant situation and are fun as colleagues. But, they require freedom to make decisions, and they repel micro-management. If the fun ones have their heart in a product, team, leader, company, or desk, they will follow it efficiently to the end. So give this type a reasonably good work-life balance, and they'll be at their productive best!
2. The Thirsty
The thirsty employee is on a quest for knowledge. Letting them stagnate will instantaneously demotivate them. They wish to learn, develop, and blossom constantly. L&D (learning and development) and employee enrichment programs aimed at honing their technical expertise and soft skills excite them. They want to be the best version of themselves. They feel energized when they anticipate growth. Allowing them to assume greater responsibilities or fill multiple or varied roles across departments triggers a positive outcome.
3. The Buddy
This professional wants to befriend everyone. They work best in teams; they loathe working alone. They prefer open desks and cubicles instead of closed cabins. They're extroverts and usually get along with everyone. The friendly employee works best when they feel a connection with their co-workers. If they feel a sense of belonging, they can be admiringly loyal to an organization, dedicating an entire career and all of their productive life. Work culture impacts them significantly. An outstanding designation and pay above-market standards cannot tether them to a job. They care about the people and bonds. So employee engagement activities, social activities, and open communication lines keep this bunch motivated.
4. The Star
This particular type of employee can get on co-workers' nerves at times. Their need to constantly feel like the savior can cause some friction. But, a good leader knows how to draw out the best in them. They are ambitious, but they don't expect things on a platter. They are willing to toil to achieve their goals. They seek respect, admiration, and acclaim. If you do not recognize their efforts and contributions, they may initially strive harder, but if they are not given prominence, eventually, they will not feel motivated to continue with that same zest and fervor. They are absolute go-getters and may even supersede impossible targets to gain praise. They earn their reputation and seek appropriate rewards, which is fair. But, ignoring their contributions may not be a good idea.
5. The Boss
Just as the title suggests, the Boss wishes to boss around! They have profound leadership skills and are good at assuming responsibility. They work well in teams where they are given a superior position or tasks. They are experts at dividing and delegating duties appropriately for maximum output. They are always in control and can influence people and optimize resources. They are best suited for leadership roles where they can exercise authority. If you constantly undermine or commission them to tasks that warrant following as part of a herd, they may snap and look for better prospects elsewhere.
6. The Expert
These are the 'I'm always right' of the corporate world! In their defense, they may be specialists in their field and probably are always right. So, acquiring their inputs and recommendations can be worthwhile. These people are resourceful and seek an environment filled with like-minded individuals who can build and nourish their professional development. They may have several years of experience or academic achievements to their credit. They may seem silent and indifferent initially, but if encouraged, they can suggest admiringly creative solutions and develop appropriate strategies all by themselves. Allowing them to mentor subordinates enables them to be their productive best.
7. The Creator
This employee derives gratification from their own productive creativity. They aren't too stressed when complications or hurdles arise. They see opportunities in almost everything to solve and develop better workflows, strategies, and solutions. They become ecstatic when they find solutions and can contribute effectively. Such individuals are self-motivated and do not need additional encouragement. They relish positive outcomes, and that itself is rewarding enough. They have exceptional problem-solving and situation-handling abilities. They are organized, professional, and plan for contingencies. They flourish when faced with challenges. Mundane work and a static atmosphere are sure to dampen their spirits and demotivate them. They have tremendous potential if you allow them to be innovative and encourage them to think out of the box.
8. The Solo
These independent workers are good on their own. They prefer solo tasks and may not contribute much to a big team. They prefer lesser interactions, concentrating a higher priority on task performance instead. Solo flyers are responsible people, so if the onus of responsibility lies on them, they will ensure a task is performed well and within the stipulated time frame. Coercing them into a group or social activities may make them uncomfortable. Give them the space they desire, and they may woo you with the outcome.
9. The Prim-and-Proper
These workers are perfectionists. They are incapable of delivering a shoddy assignment. They ensure that whatever is entrusted unto them is immaculate and impeccable. Working under their leadership may be exhausting. But, they fill in roles upholding quality assurance very well. They are their own critics, and they don't shy away from making known their displeasure with another's work. You can productively harness their ability to observe the finer aspects and nuances within workflows.
10. The Stability Seeker
There are some who are unable to even begin with a task unless all the fundamentals are well-defined and within acceptable perimeters. These are the stability seekers. Don't confuse them with the perfectionists. These professionals need their assignments conveyed to them appropriately, preferably with every minute detail. They do so because they dislike taking risks and do everything in their capacity to reduce or even eliminate them. They like established paths and habitual tasks. They fear the unknown, and any new addition gets them flustered. On the other hand, they can be dedicated to routine tasks and immensely loyal to an organization. When you decide to allocate something different, it'll be better to assign a team member or a mentor they are comfortable with to reassure them through a transition. They feel safe and perform best in a stable environment.
The office is a melting pot of various personality types, and hybrid work environments are not exempt from witnessing this. Fortunately, this diversity ensures different perspectives and the ability to share the burden of tasks if assigned and managed smartly. The key lies in understanding your staff. When you get acquainted with their objectives, you'll be able to motivate them easily. Then, when you become aware of their professional traits and work styles, you can disburse work suitably and get optimum results.
But, of course, this requires a keen eye, talent, and experience. Just like when you outsource HR functions to a reputable brand like Exela, experts in the field with decades of experience in dealing with every type of employee, you ensure maximum ROI from all your resources, including your talent pool! Exela HR Solutions is a world leader in providing end-to-end HR solutions with balanced precision. Balancing is an act not everyone is good at! Click here to know how Exela HR Solutions can help you find and maintain that delicate balance.
DISCLAIMER: The information on this site is for general information purposes only and is not intended to serve as legal advice. Laws governing the subject matter may change quickly, and Exela cannot guarantee that all the information on this site is current or correct. Should you have specific legal questions about any of the information on this site, you should consult with a licensed attorney in your area.