Did you know that there’s a decline in employee engagement today? As a small business employer or human resources professional, you may be wondering how to reverse that trend in your office or ensure it doesn’t happen in the first place. According to Gallup Poll’s State of the American Workplace report, around 70 percent of the U.S. adult workforce feels disengaged from their job at some point. This can lead to poor performance and make it difficult to retain a strong network of employees.
Successfully managing employee productivity and engagement is the hallmark of a top-functioning business. However, this can be challenging because what motivates one employee may foster indifference in another. Some employees are perfectly happy doing the same types of tasks day after day, while others may tune out if they are not continually stimulated with opportunities to learn in the workplace. Some employees thrive in chaotic work environments and work best under imposing deadlines, while their colleagues prefer meticulous and predictable work environments where they can take their time.
But why do some activities foster productivity and engagement in one kind of employee, but not others?
Personality Types Often Determine Employee Productivity and Engagement Needs
The key to successfully managing employee productivity and engagement is understanding the uniqueness of each individual and then using appropriate methods to engage each person. There are several personality types present in any workplace (based on the Myers-Briggs Type Indicator) and knowing what drives each personality can help improve productivity and engagement.
These are the folks who are highly analytical by nature. They tend to see the world in facts and figures and exhibit behavior that is objective and rational. You will often find Thinkers in leadership roles. To increase their engagement and productivity, try appealing to their sensible side. Present the facts about their performance and work with them to set realistic goals based on the numbers.
While colleagues may view them as overly ambitious super-achievers, Judgers are highly beneficial to an organization because they are driven to success. They demonstrate well-developed organizational skills, and they are great at making decisions. However, as The Myers & Briggs Foundation notes, they can also be highly task-oriented, so building a work environment where everyone on the team is held accountable may be an effective way to motivate them.
Motivated by emotions and connections to others, Feelers can also be highly supportive and nurturing team members. They are the people who remember birthdays and anniversaries, and they create a warm environment their colleagues and clients appreciate. Keep them on track and engaged by giving them projects they can be passionate about. For example, those deeply in touch with their own emotions may be perfect fits for creative projects working with peers to develop a stronger connection.
Generally very open-minded, adventurous and adaptable, Perceivers may butt heads with Judgers. According to The Myers & Briggs Foundation, this is because they tend to be less structured and more spontaneous than Judgers, which can lead to tension in the workplace. You can harness their energy most effectively by making them the team “cheerleaders,” giving them the opportunity to encourage others by organizing fun activities.
To effectively nurture employee engagement, it’s always important to remember that employees are unique— they come from different generations and backgrounds and have unique sets of values, interests and goals. By tailoring your approach based on individual personality types you’ll be better able to encourage employee productivity and engagement in the workplace.
Want to determine your own personality type or share it with your employees? Take the test.