Employee Engagement: Managing Your Employees

Posted on July 8, 2013 by TNS Consulting Team (via Scott Spayd)

At every organization there is a commonality that will always exist. That is there are employees that are different from one another. They have different personalities, backgrounds, educational levels, motivations, satisfactions, and most important they have different methods for completing work. When it comes to management, leaders must understand that not every employee can be managed the same.

The majority of making employee engagement work in the office is understanding your employees. Part of understanding your employees is knowing how to correctly manage them. Employees have different personalities and knowing the best way to handle employees can pay off in the long run and allow for employees to be better engaged.

Let’s take a few personalities into account, starting with the high achiever. Employees with high needs of achievement get a sense of satisfaction from their accomplishments. They can be highly competitive and often need praise for their accomplishments. For managers who have these types of employees, it is best to provide feedback throughout projects and tasks.

There are also the independent employees. These employees work best by themselves and seek help when necessary. I tend to fall into this category at times. When I am working on a project, I like to work independently. When I have a problem or need clarification, it is then that I go to my manager. I do not always need feedback on my work. The worst thing a manager can do with these types of employees is to micro-manage them. This may cause frustration and take away from this employee’s independence and ability to work well alone.

Lastly, there is the sensitive employee. I have worked with employees that seem to take almost everything personally. Somehow they twist nearly everything a manager says to them and manages to make it personal and offensive. Unfortunately, this employee may lack self-confidence, which manifests itself in extreme sensitivity. For managers dealing with the sensitive employees, it is not an easy feat. If something negative must be addressed, it is best to start the conversation with something positive.

These are just a few examples of dealing with different employees to keep employees engaged and happy in the workplace.

What is your experience in dealing with different employees?

TNS Consulting Team (via Scott Spayd)

About TNS Consulting Team (via Scott Spayd)

Great companies know that it takes highly engaged employees to retain customers and make their brand promise come alive. To make the connection between your employees, customers and brand, you need a partner with deep expertise across several areas. Only KANTAR TNS has over two decades of employee survey experience, as well as access to the consultative and research resources of the world’s largest customer satisfaction benchmark database and brand analytics research. Whether you have 200 employees or 200,000, Kantar TNS has the expertise and the advanced measurement, reporting, and follow up tools you need to deliver on your employee and customer brand promise.

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