The Achiever - Deepstash

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Work Personalities (And How to Effectively Manage Each of Them)

The Achiever

The Achiever

Achievers are organized, reliable and consistent in their work performance. Achievers don’t need as much supervision as other work personalities.

They need opportunities for them to advance their goals, encouragement on their opinions during team meetings, and to be pushed with challenging roles and projects.

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Start With A Casual Conversation

You’re trying to make the relationship better, so don’t jump to conclusions, be petty or accusatory. State what you’re experiencing in a non-threatening way and follow it wit...

Ask For A Private Discussion

Instead of avoiding the person, seek to address the issue head-on because, if left unaddressed, it’s only likely to get worse. 

Ask for a private discussion with the other person to express what you’re experiencing as pleasantly and agreeably as possible to avoid damaging the relationship further.

Always Be Direct

All people deserve to be treated professionally and with dignity. Remembering that being direct is not in contradiction with professionalism is imperative. Be direct, brave and respectful.

Communication during stressful times
Communication during stressful times

Uncertainty has a way to reveal everyone's strengths and weaknesses. During drastic uncertainty, employees will seek more information in order to achieve a sense of certainty. During this unsta...

Managing the passive communicators
  • Talk to them one-on-one. They will feel more comfortable opening up.
  • Offer multiple modes of communication. Instead of calling on them during a meeting, send them an email afterward.
  • Help them feel psychologically safe at work. Let your team know they won't face negative consequences for voicing their opinion respectfully.

Passive communicators battle to express their needs and stand by their convictions. This is because they want to avoid conflict. They may be silent during crucial meetings. If they do make a suggestion and it is challenged, they may say, "never mind then."

Managing the aggressive communicators
  • Outline and enforce boundaries. If they interrupt someone, step in and say, "Please let [Name} finish, and afterward, we'll give you time to speak too."
  • Give them a safe and healthy way to vent their anger. People under pressure are more likely to act out. Pull them aside for a one-on-one time to address their concerns.

Aggressive Communicators voice their opinions in a straightforward, often blunt way. They often interrupt others, take up significantly more time than others during meetings and don't take into account others' feelings or opinions.

Going all-in on remote work: benefits for businesses
Going all-in on remote work: benefits for businesses

Remote work can be costly or cost-saving, depending on how well-equipped you are to really support it.

  • When done right, assessing the appropriateness of remote work for all your empl...
Defining roles for a remote work setting

Businesses can categorize employees:

  • Location-independent. Knowledge workers are not dependent on location and don't need to be in an office.
  • Location-frequent. These people spend half their time in an office and half remote. They need an in-person base to use for coordination and physical meetings. These are often salespeople, marketing people, back-office services (IT, HR, finance), and creative jobs.
  • Mandatory in-office jobs. These involve specialized equipment that you can't put in an employee's home, such as manufacturing jobs.

Far more job functions can be done remotely if company leadership will accept it. But, remote work is not for everyone. Some jobs are tied to physical locations or equipment. Some people also do not want to work from home.

Equipping remote workers

In-office employees that transition to remote work need to be equipped. Spending recommendations are:

  • A one-time stipend to purchase some office furniture and other miscellaneous work equipment.
  • Basic ergonomic training.
  • The same class of laptop or workstation they'd get in the office.
  • A monthly stipend to offset some or all home broadband costs.
  • IT support costs.
  • Basic, yet complete tech loadout, such as laptop, secondary monitor, mouse, keyboard, wired earbuds, USB hub, chair that meets ergonomic needs.