How to manage the different personalities of employees

How to manage employee personalities | Qaleon blog

How To Manage The Different Personalities Of Employees

How to manage employee personalities | Qaleon blog

A Tech Funnel article entitled“Powerful Benefits of Workplace Communication”noted that good communication creates a healthier and more productive workplace environment. When employees feel listened to and supported, their morale increases, which makes them more committed to the company’s goals. However, to communicate effectively, one thing is crucial: you need to understand the individual personalities of employees.

Communication is most effective when managers understand each employee on an individual level. Free-spirited employees might appreciate openness and humor, but performance-oriented employees might prefer directness and professionalism. To help you improve workplace communication, we’ve listed the four most common types of personalities of employees and outlined the best ways to communicate with each.

The Different Types of Employee Personalities

If understanding the personalities of employees on an individual level sounds intimidating, don’t worry — most people will fall under one of four categories, each with their own core behaviors, traits, likes, and dislikes. According to Thomas Erikson’s book,"Surrounded by Idiots: The Four Types of Human Behavior and How to Effectively Communicate with Each in Business", people are either dominant, inspiring, steady, or cautious. Inspired by the Hippocratic Method and the Four Humors and William Moulton Marston’s Emotions of Normal People, the book discusses the four personality types and how they manifest themselves in the workplace. Once you’re able to identify these patterns, distinguishing the personalities of employees will become easier.

To summarize:

• Dominant people are natural leaders who enjoy taking control.

• Inspiring people are lively optimists whose positivity influences others.

• Steady people are reliable followers who go with the flow.

• Cautious people are detail-oriented logicians who seek facts and plans.

Though most people will share traits from other personality types, they will more or less be inclined toward specific patterns.

·       The Dominant Employee

The dominant employee is goal-oriented. Their main motivation is seeing results. Because dominant employees focus on the bottom line they often assume leadership roles, issuing commands to ensure productivity at every step of a project. Their obsession with efficiency occasionally makes them impatient.

Managing a dominant employee means focusing on results. Keep communication direct and concise. Often, personal anecdotes and opinions mean little to the dominant employee. Instead, when giving input, emphasize the things that solve their current problems. Since dominant employees are highly independent, it’s best to be non-confrontational about asserting your own authority.

·       The Inspiring Employee

The inspiring employee is simultaneously sociable and sensitive. They radiate positive energy and enjoy interacting with others. Open and amiable, they’re very good at motivating their teams. Because they tend to be relaxed, they’re often a little disorganized.

To gain the trust of an inspiring employee, you need to build rapport with them. Don’t be too serious all the time — inspiring employees enjoy casual conversations with occasional humor. Their charisma keeps teams energized, so place them in roles where they get to mingle with workmates. Since the inspiring employee sometimes cares more about people than results, motivate them by discussing how accomplishing their tasks can benefit their teammates.

·       The Steady Employee

Among the four different personalities of employees, the steady personality type is the most common. Even-tempered and often predictable, the steady employee enjoys following routines. They prefer to keep out of the spotlight and play supporting roles. However, because they value peace and security, they can occasionally be resistant to change.

Like the inspiring employee, connecting with a steady employee requires building a strong rapport. Since they’re not too keen on change, be there to guide them when introducing new projects. Patience is important — the steady employee needs to take time to process things. Never force them to act or make decisions too quickly. Be calm, considerate, and open to questions.

·       The Cautious Employee

The cautious employee, also known as the analytical employee, wants to get everything done correctly. They are perfectionists who adhere to the rules and strive for extreme accuracy. However, their obsession with perfection means that they often stall looking for the best possible solution instead of acting.

Like the dominant employee, cautious employees prefer the objective over the subjective. Keep personal opinions and emotions out of work discussions. Instead, convince them by presenting them with detailed sets of facts. Like the steady employee, it's best to be open to questions when handling cautious employees.

How to determine the personality of employees

Spending time with your employees will give you a good understanding of what personality type they fall under. However, it is also common for companies to issue personality quizzes. The DiSC Personality Test, which is a test that measures employees on their inclinations toward dominance, influence, steadiness, and cautiousness, can help employees identify which among the four common behaviors best apply to them. For about 40 years, corporations have been using the DiSC test to measure the behavioral patterns of employees, which allowed them to improve team performance.

According to"3 Reasons Why Employment Experience Should Be Taken Into Consideration", every company’s success hinges on positive employee engagement. When employers invest in bettering the employee experience, their companies enjoy higher retention and growth rates. Tailoring communication according to the personalities of employees ensures that each worker stays connected with the company’s vision-mission.