Identifying employee persona and ways of dealing with them

The secret to being a ‘perfect’ leader in a corporate setting is a dream. But the secret to getting close to it lies in acknowledging the fact that the employees are human beings with emotions, thoughts, and distinct personalities. It becomes imperative for the leader or the manager to know how to deal with them and bring out their productivity. Thus, it is an art and a skill.

Employee person is a distinct set of personality traits, attitudes, work methodology, and wants that characterizes them as anyone or a combination of the personas observed through research. Identifying and understanding each persona is important for the managers to effectively work out the pay, motivation needs, training needs, lifecycle, and performance.

The types of employee persona identified and categorized through research are as follows-

  • The Seasoned

These are the senior members of the team. These employees are in the system for a considerable period and possess knowledge and skills for the job. They are familiar with most of their colleagues and are fully immersed in the system. Such employees need to feel motivated and demand respect for their seniority. 

For this, the leader must frequently make them feel valued as part of the team and give them a role of a mentor to the new employees.

  • The Mr./ Ms. Congeniality

Such employees can easily befriend anyone on the team. They are normally extroverts and have good networking and social skills.

Placing them in roles where they can interact with new people and work in groups keeps them engaged. Regular group outings and team bonding activities keep them motivated.

  •  The Performer

These are the overachievers in the team. They are always enthusiastic to take up new projects. Such employees tend to go out of their way to prove their competence.

However, these workers are likely to switch companies if they sense even slightly that their growth slowed down or stopped. 

The way to keep them engaged, motivate and retain them is by putting them in challenging roles, projects, or tasks. Providing them with learning and development opportunities keeps them enthusiastic.  This reassures them about the scope of their growth in the company.

  • The Leader

They are the revolutionists, the rule makers. They would not think twice before raising their voice if put in a situation that does not comply with their set of values.

They even motivate their colleagues and stand up for them when they think an injustice has happened.

The best way of keeping such employees satisfied in their job is by placing them in a managerial position where they can set the rules for the team and take responsibility.

  • The Money Mind

As the name suggests, these people are money minded, they are money hunters – always looking out for ways to make an extra buck. They work to achieve their desired monetary targets. Such people tend to switch jobs frequently. Overall they lead a lavish lifestyle.

They are materialistic. Hence such people are most suited for projects or job roles having a lucrative incentive policy. They consider bonuses, rewards, or incentives as their achievements.

  •  The Idea Machine

These are the most creative people on the team. They are always budding with new ideas, especially in team meetings. However, the implementation of the ideas is not their strong point.

Putting them in the most complex projects due to their exceptional problem-solving abilities and working in a dynamic environment is the key to retaining the Idea machines.

  •  The Introvert

These are the doers in the team. They prefer to work alone and work best in solitude and seldom feel the need to seek constant approvals.

Pairing them up with an extrovert person is a way to get the tasks executed effectively. Managers need to create a safe space for them to express their ideas freely to make them feel comfortable and value their input. Managers should encourage them to speak up freely during team meetings and motivate them to contribute.

Managers must understand different types of employee persona to accurately identify and allocate tasks, work towards employee retention, and employee engagement. This requires the manager to have a deep understanding of the employee’s mindset and psyche.

Managing the workforce is not an easy task and it requires technical and people management skills.

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The course covers the basics of Human Resource Management, analytical skills, International HR practices, and the latest trend in E-HRM.