Management: how to adapt to different personalities?

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If there is one thing we did not think we would envy about our colleague, it was his manager. This N+1 able to understand their imponderables as a young parent, to take the time to (re) explain the latest quarterly goals or to sit in front of the coffee machine to inform about the latest well-being initiatives at work. And more importantly: able to understand his personality.

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Because the challenge of management is crucial in companies: 70% of employee commitment is attributed to the manager, according to a Gallup 2024 study. This highlights the importance of the manager's role in motivating and engaging employees. You still need to know how to adapt your management style to the profile of your teams. Here are some tips based on 10 personality types.

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The leader

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You can immediately spot him by his confident approach when he arrives on the open space or starts to lead the weekly meeting even before the manager (and the entire team) arrives. Always motivated, he can be counted on to gather troops and bear the pressure.

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• How to motivate him : Entrusting him with projects to manage is the best way for him to thrive. He can also act as a mentor to younger people in order to pass on his knowledge. He appreciates that his successes are valued in front of the teams.

• The phrase to avoid : Do not tell him “Here is the list of instructions to follow” but rather “You know the goals, I'll let you manage that with the team”.

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The creator

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With his head in constant turmoil, he is full of ideas and knows how to approach a complex subject from a new angle to unblock the situation. He brings a spirit of innovation around him, synonymous with new possibilities.

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• How to motivate him : Give him new things to try and develop a work environment conducive to creativity. He appreciates having the tools and support he needs for his innovative spirit. Don't forget to congratulate him when his ideas hit the mark.

• The phrase to avoid : Do not say to him “We don't have the resources to test this idea” but rather “I like your idea from yesterday, can you present it to me in a small PowerPoint? ”.

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The collaborator

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He is the team player par excellence. He is the one who sends 5 messages in a row in the messenger to make sure that everyone has received the invitation to the next birthday party. He enjoys working with several people and seeks to contribute actively to the dynamics of the group.

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• How to motivate him : Give him opportunities to exchange and share ideas during regular team meetings. Since he loves team-building activities, why not involve him in organizing the next event? And don't forget to thank him for his involvement.

• The phrase to avoid : Do not say to him “You will have to manage this alone” but rather “I thought of you to be part of the next group work”.

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The introvert

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The one that doesn't make a noise. He prefers to work in a quiet environment and loves working from home. He flees big, noisy meetings that never end. Her fear: speaking out in a team meeting.

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• How to motivate him : It is important to respect your personal space. Give preference to individual written exchanges (email, messaging) to give him time to think and respond in a calm manner. Do not rush him by putting too much pressure on him.

• The phrase to avoid : Do not tell him “You will have to lead the meeting this afternoon in front of the leaders” but rather “I thought of you to present this part in 2 weeks, I am sure you can do it”.

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TO READ ALSO: The importance of mental health in the workplace

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The emotional

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Whether he is going through a temporary crisis or not, he takes every piece of information to the heart and has difficulty hiding his emotions from others. Its immediate reactions can permanently affect its performance and must be taken into account.

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• How to motivate him : Show empathy and do not rush him by presenting and explaining any type of information calmly. He appreciates being available for him if needed. You can also appoint a team member (the pedagogue for example) to support and mentor them on a daily basis.

• The phrase to avoid : Don't tell him “I've been waiting for this Excel table for 1 week! but rather “Do not hesitate to tell me if you have a problem with this report, I can take 5 minutes to see it together”.

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The pedagogue

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If your team were a city, he would be its sheriff. He's the pro at resolving conflicts and maintaining peace (without the belt and prison). It is the glue that keeps the team together and will make them navigate successfully regardless of the storm.

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• How to motivate him : Create an environment favorable to discussions and exchanges. We can also offer him to support a colleague who is not doing well (the emotional one for example) or training in conflict management and emotional intelligence. He is always eager to sharpen his diplomatic tools.

• The phrase to avoid : Do not say “You can't understand the situation” but rather “Do you have ideas to resolve this conflict?” ”.

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TO READ ALSO: Empathy and transparency: recruiters' secrets that make a difference

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The go-getter

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While there is a good chance that his zodiac sign is Aries, he has all the particularities. Very ambitious and motivated, he always aims higher in his goals, pro and personal, even if it means taking on additional responsibilities. It inspires others and pushes them to surpass themselves.

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• How to motivate him : Entrusting him with ambitious and complex projects will make him jump for joy. He appreciates opportunities for growth and promotion. Do not forget to highlight your achievements and the workload accomplished. However, be careful to make him respect the pro/personal balance and remind him to recharge the batteries from time to time.

• The phrase to avoid : Do not tell him “It's quite simple in the end” but rather “It's rather complex and we have real issues with this, are you interested?”

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The analyst

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He takes time and analyzes each data of the problem well before making any decisions. Prudent and meticulous, he will make a point of doing a perfect job both in terms of form and content, even if it means getting a bit lost in deadlines.

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• How to motivate him : He appreciates being reminded that his in-depth approach has improved decision-making and led to better results. Remember to have him share his ideas and thoughts in order to share his expertise with the rest of the team.

• The phrase to avoid : Don't say “Can you hurry up please? but rather “I'll remind you of tomorrow's deadline so that everything is ready on your side”.

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The autonomous

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Be careful not to forget it in your corner: the self-employed person does not need anyone to work. He likes to make decisions on his own and generally has good management of his time and responsibilities.

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• How to motivate him : Offer clear goals but give them the freedom to choose how to reach them. There is no need to intervene too much if the results are there. He appreciates when his results are valued.

• The phrase to avoid : Do not tell him “Here is an 8-point to-do list to achieve your goals” but rather “I'll let you organize the method”.

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The casual

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The “Keep it cool” message on her T-shirt isn't just decoration: it's her mantra. Always relaxed, he rides the wave of change peacefully while always managing to adapt easily. With him, there is a feeling of calm that reigns and he is the one we turn to when things get a bit too hectic.

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• How to motivate him : Creating an environment conducive to change is the best way to highlight its flexibility. Let the team benefit from their tips to stay zen in all circumstances, and emphasize how much you appreciate their ability to adapt.

• The phrase to avoid : Do not tell him “As you are efficient, I will entrust you with the same missions next year” but rather “I thought of you for new missions, are you interested?” ”.

Conclusion

A good manager knows how to adapt the way he leads according to the personalities of his team. Because bad management can have direct negative consequences on employee performance: loss of motivation, misunderstanding, overwork and burn-out...

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It is therefore essential to understand each profile and to favor dialogue in all circumstances to avoid misunderstandings and to ensure the most effective and motivating manager-managed relationship possible. Even if it means making other colleagues in the office envious...

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