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Keeping Workers
Motivating Workers
How To

Personality types

Why do types matter?

How To

No workplace is more productive than a company that is filled with motivated employees. What can an employer do to get and keep workers motivated? Here are a dozen tips:

1. Hire people who have the skills and abilities for the job.

2. Give employees the training they need to do the job right.

3. Treat employees with respect and courtesy.

4. Set and explain goals for each employee or team. The goals need to be meaningful to the employee. They need to be measurable. They need to be achievable.

5 . Show an interest in the work the employee is doing in achieving the goals from day to day on the job. Ask what you can do to help, and do it.

6 . Reward employees for achieving goals. Make the rewards something the employee values.

7 . Get employees involved in decision-making about things that matter.

8 . Provide positive feedback and say thank you.

9 . Remember that people are motivated by different things. Use what motivates the employee, not what motivates you.

10. Keep the workplace interesting.

11. Know when employees are overworked and do something about it.

12. Resolve conflicts as they come up.

13. Give employees authority and let them know you expect responsibility.

O.K. it was a baker's dozen!

Personality Types

Our personality type affects:

How we want to be appreciated
How we learn
How we work in teams
How we work and produce as individuals
How we communicate

Since these all play a part in our work life, it is important for employers to understand how different types of people want to be treated.

One description of personality types (called the Myers-Briggs Personality Type Indicator) says that people generally have four key preferences about how they like to approach things:

Learning through evidence
Learning through intuition
Making decisions based on analysis
Making decisions based on feelings
Organizing the world
Understanding the world

It is important to understand that we are all a mix and match of these characteristics. One way isn’t better than the other. People can do quality work, no matter what personality type they are. An introvert who makes decisions based on careful analysis won’t make better decisions than an extrovert who makes decisions based on feelings.

The Keirsey Temperament Sorter is a site where you can take a Personality: Character and Temperament test. When you are done, you can see a profile that will give you some information about your personality preferences. The Keirsey Character Sorter is designed to identify different kinds of personalities. It is similar to other devices derived from Carl Jung's theory of "psychological types," such as the Myers-Briggs, the Singer-Loomis, and the Grey-Wheelright. The questionnaire identifies four temperament types: Guardian ["SJ"], Artisan ["SP"], Idealist ["NF"], and Rational ["NT"].

Why do types matter?

What do these different preferences mean for working effectively with them as employees? Plenty! Here’s why.

Extroverts might want to do research by making phone calls and doing interviews. Introverts might want to check the internet and the library for the same information, and think through the problem themselves.

Extroverts might want to ask questions about a new program at a meeting. Introverts may want time to think about the program and get back to you after the meeting.

People who learn through observation are going to want to ask a lot of questions, hear a detailed plan, and know that there are successful cases out there before they go along with a new plan. People who learn intuitively will get the big picture almost immediately, but will probably not be the best for handling the details.

People who make decisions based on what they have thought through can bring logical, bottom-line oriented thinking to a team. People who make decisions based on feelings make sure there is buy-in from others and that everyone has thought through how customers and other stakeholders are likely to react.

People who deal with the world by organizing it may be busy planning projects and getting things done. People who deal with the world by observing and understanding it can provide information and insight to make sure the right job is being done the right way.

Also, as we get older, we become better at doing things both ways -- introverts may learn to be more extroverted to do the things they want to in life. People may balance the logical way of doing things with taking people’s feelings into account.

You can help employees by recognizing they are different and giving them the leeway to do jobs their way. Congratulate them the way they want to be congratulated. Answer as many questions as they need answered. Put different kinds of people on teams and encourage them to accept each other for their strengths.

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