Having a mix of employees in an organisation can be a challenging task for the employee to manage the different types of personalities. Your role as a manager is to ensure everyone on the team is as productive as possible. When managing your style, you should be effective at flexing it; your employees would be more effective in carrying out their assignments.
Being versatile in how you lead is your primary goal for better employee productivity, efficiency and creativity. Where the employee is propelled by a harsh approach, a mild-mannered approach encourages and inspires each other. Proficiency in the range of techniques to draw upon as needed is called being flexible. Here are five takeaways you can apply to your team.
Managing different personality types in the workplace starts with understanding the different personality types of your employee. If our employees are thinkers, feelers or doers, finding out will make it much easier to manage them.
Feelers make decisions based on how they feel, irrespective of what is best for the team, while thinkers make the decision based on logic. Managing style can be adjusted to their way of working after identifying their personality types.
In a competitive environment, managers hold prejudices against a group of specific people based on their demographic, race and gender, of which they are unaware. Your behaviour is vulnerable when tending to biased decisions.
The most problematic behaviour in managing a place with different personalities is discriminatory behaviour with employees. To help them become the most effective leaders along the way, try to understand the functioning of individuals on neutral ground.
People feel mediocre about their jobs when they do or are given the standard work. Even appraisal won’t help them in the situation. They think having the low bar is to do with their manager having the same low bar.
That is why the product/project they work on is also average to them. Instead, establish goals and employees that they can achieve after collaborating with your employees.
Freedom, flexibility and trust are the critical points when it comes to the younger generation and the most important characteristics of their ideal workplace. Regular feedback should be provided instead of the annual reviews.
Create leadership programs that are one step further in the development of the employee through developing leadership skills in the younger generation that will take you one step further.
Creating something positive by harnessing the energy through resolving the personalities conflicts is more about transforming one thing into another, something productive.
Remember not to take their reluctance to personally follow your directions to manage the different types of personalities in the team properly. Win over their trust by identifying the personality type to start seeing things change for the better.
Different workplaces require different personality types to fit in the organisation’s environment and to work in harmony with other employees, yielding productive time in the company while also boosting morale and confidence.
Different types of personalities require different types of measures to interact with because to bring out the best in someone is through understanding the kind of person they are and what drives and motivates them most. You can also take up behavioural profiling in Australia to effectively manage workplace personalities.