There Are No Bad Personality Traits

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There Are No Bad Personality Traits


Even before you finished reading that sentence, I’ll bet you wanted to argue with it. You may even have someone in mind who is evidence to the contrary. But as a manager, keeping that statement at the forefront of your mind can help you to focus on what you can control- development. 

Recognition and Rewards


Every personality trait has pros and cons. As a manager, your job is to look for ways to recognize and reward the positive traits and help them grow. The grass gets greener where you water it. As you take time to point out the good you see, employees motivated to give you more of that behavior. If they believe you see the good in them, they will be more loyal and hardworking for you (Andrade, 2020).

Make sure both recognition and rewards are frequent! Set specific times employees can expect to receive feedback, potentially with regular performance reviews. But also feel free to comment on things in the moment, and in front of other employees. 

Listening


You could also use the performance reviews as time to listen. What are your employees struggling with? Are personality differences getting in the way of productivity? Address these issues head on. If you are having an issue with some employees loving to chat, and others wanting to focus on work, speak openly with everyone and implement a win-win situation. 

One idea is to ask that desk time be a quiet zone to respect the focus of others. But the break room or lunchroom is free for chatting and fun, and employees are encouraged to take a full lunch to relax and connect with others. 

Fostering Connection and Growth


Job satisfaction leads to greater performance, motivation and inspiration (Chaudhry et al., 2011). Job satisfaction can be increased by providing meaning (Andrade, 2020). This can be achieved several ways including creating opportunities for employees to feel connected and giving them opportunities for skill development. Along with employees connecting at lunch, you could provide opportunities for employees to bond over tackling new projects and growing new skillsets. Use those performance reviews to learn more about your employees’ unique interests and skills. 

You might find that an employee you found difficult because they are chatty is fabulous at client relations. Or that the employee some think is lazy is feeling undervalued or bored. Find opportunities to address specific needs with new projects or areas of growth. Overcoming a challenge together is a great way for your employees to find meaning and bond with each other. 

Ideas to implement:

  • Performance Reviews
  • Recognition and Rewards
  • Listening and Taking Action
  • Finding Opportunities for Growth
  • Fostering Connection

Challenges with employees and the management of many different personalities is inevitable. But as a manager you can come to the challenge with a sense of positivity, ready to see potential and foster growth. If you can truly believe there are no bad personalities, just traits to recognize and others to polish and grow, you will create an environment employees love to be in. You will help give others meaning and connectedness, and they will be loyal to you and the organization. 

You can make a massive impact in other’s lives, and you can start today! 



This blog was created by Group One
Contribution Statements: 
Kate M- I wrote the text of the blog and did preliminary design. 
Blake- I contributed ideas for content. 
Kate S- I helped with citations. 
Victor- I helped with design.
Heidi- I helped with proofreading. 




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