It would be very easy to treat all employees and co-workers the same. We could just use one way to evaluate, one way to reward and one way to motivate. However, that is a recipe for disaster, as the office place is a diverse cross section of society. People who differ in background, age, values, goals and everything else you can think of are motivated and react to the same treatment in as many different ways as there are people. To be effective in running a business or department or to flourish in your position, you must get to know everybody and appreciate what makes them tick.
Here are some of the types to look for and what motivates them (in general, as there are combinations):
The Eager Beaver – always looking to advance and take on new challenges. Sometimes need to be slowed down to make sure they accomplish current goals in an exemplary manner. While they want to advance, they need to know that it needs to be earned. Find out the motivation for their eagerness. Is it financial gain, career advancement, easy boredom? Knowing this can help you manage them in the long run and set their path effectively.
The puppy dog – always needs a pat on the head (not literally, you could risk a lawsuit). Set their goals clearly and make sure to acknowledge accomplishments with verbal praise and public recognition. If they are not getting the praise, you will know it and make sure you can explain why and what they need to improve.
The company soldier – a great employee. Self-motivated and always working toward the common good of the company. Will take on things and run with them. Work with them to make sure they don’t take on too much and get burned out. Don’t take them for granted and think they are fine and don’t need your attention. They are the future of your organization!
The clock puncher – good, solid employees that just want to do a good job, but aren’t looking to move up. They take pride in their job, but are happy where they are. These people are your bricks. Work to improve their skills and give them new responsibilities when possible, but don’t worry about their lack of upward mobility. Every company needs this group. They are reliable and will take care of the day-to-day.
The defensive specialist – always takes things personally and get defensive. Can interpret even the simplest of instructions as an attack on them. Try to work with them face-to-face instead of via e-mail so there is not mistake in your message. Be very exact with instructions or constructive criticism.
The distracted – the cell phone rings, the internet and e-mail beckon, carpool is waiting, kids have projects, plus, they have a job. Set parameters on what is acceptable. Monitor them closely until distractions are reigned in. Other employees will see how much time they spend doing other things and will feel they are entitled to the same.
The dead weight – exactly that. Make sure you have accurately assessed and given them time and knowledge to improve, but when it’s a lost cause, you cannot afford to keep them around. It’s not fun to dump dead weight, but the entire company’s success depends on doing just that in a timely manner.
These are just a few of the types of employees and co-workers found in today’s office jungle. As a manager, it’s crucial to understand each of them and know how to motivate, reward, etc.
The sooner you recognize that there can be no cookie cutter approach, the sooner you will improve your skills and make your company a more efficient, more enjoyable place workplace. df