From labour shortages to economic uncertainty, work has been anything but simple in recent years. Despite external factors, what remains at the heart of every business is its people and ensuring that they are happy, fulfilled and engaged in their roles can be crucial to growing through times of unrest.

People’s needs are widely varied, and the modern employee has higher expectations than ever – particularly since the pandemic. For example, in the past decade, largely as a result of technological advancements, there has been a shift in how people like to be communicated with at work, and how they prefer to communicate with colleagues. This isn’t limited to communication on projects either. The noticeboard of yesterday, with multiple sites and uploads has been replaced by the app-based knowledge hub that many employees now have access to via their phones, assuming their phones are their preferred method of communication. While Generation Z may prefer app-based contact, baby boomers may prefer emails or face-to-face interaction.

On a deeper level, what motivates each employee has changed, from flexibility in working patterns to ownership over career progression. Managers therefore must adopt different approaches to cater to their varied workforce and understand how to build an environment and culture that aligns with different personality types. UKG research recently gathered responses from more than 2000 UK workers to uncover the five key personality types in the British workplace and help managers do exactly that.

The Go Getter

The Go Getter works best when the rules and rewards of what is expected are clear and pre-determined. This way, they can easily measure their level of success and achievement against a set standard. Creating direct and tangible feedback is useful to support Go Getters and get the best out of them.

At just 9% of the population, The Go Getter is the least common personality type in the UK office. Communication with Go Getters should be short and to the point so that any words of advice are actionable. They have a preference to be communicated with via instant messaging platforms such as Teams and Slack, as these are useful tools for passing on information quickly and efficiently.

The Visionary

The Visionary is particularly receptive to feedback. Of all of the workplace personality types UKG found, they are the only type that truly welcomes all feedback, citing that it can help in the formulation of ideas. This means when working with the Visionary, it counts to take the time to be as detailed as possible during one-to-one meetings and appraisals.

They also prefer communication to be in-person and enjoy back and forth discussions that establish and explore the best course of action. Exchanging ideas is the best way to get the most out of their talents, so people managers should seek to foster situations that can spark new ideas, where the Visionary can take charge and drive innovation.

The Negotiator

The Negotiator is the most common personality type in the workforce, making up 21% of UK workers. Of all the personality types, the Negotiator is the most flexible and adaptable. As a result, they thrive in a fast-paced work environment, where staff work closely alongside each another to complete tasks.

To get the most out of the Negotiator, managers should always suggest a collaborative approach to work, where they have the chance to communicate with colleagues and brainstorm ideas. And because the Negotiator is so comfortable working as a team player, managers should make sure to take advantage of this strength, pairing Negotiators with less sociable or less confident team members so they can have a positive impact where it’s most needed.

The Thinker

The Thinker likes to be in control of their own tasks and schedule. UKG survey data shows that they feel most comfortable when taking on solo projects. Managers should accommodate for this preference and be careful not to overload the Thinker with collaborative projects and group activities.

Survey data revealed that the Thinker enjoys clearly defined processes that help them organise their thoughts. Managers should ensure that they are providing clear, consistent process guidance so Thinkers can complete a task to their best ability and should offer detailed instructions when Thinkers ask for help.

The Executive

The Executive works best under clearly defined and pre-determined conditions, believing that established processes and rules give the workplace structure and help them thrive. Therefore, managers can optimise the performance of this personality type by ensuring they have set guidelines for completing tasks and are not given ad hoc work to figure out for themselves.

Managers should also ensure the Executive feels that the work they are doing is for the greater good of the company or team. It can help to explain the rationale behind a task they have been asked to complete, which allows them to better understand their role and how it directly benefits the performance of the business.

People are complex and varied

For managers, taking steps to further understand how people work best and how to get the most out of them can be crucial to improving productivity and the employee experience.

Technology’s role amid all of this has been driven by new generations entering the workforce with different levels of technology literacy, influenced by its capabilities and an upbringing that has been ingrained with technology. It is inevitable that as time progresses, technology’s position in the workplace will grow as workplace leaders leverage its potential.

As it stands, technology’s ability to support the five personality types is largely in the hands of the managers who deploy it. Modern HR technology solutions for example, can tailor dashboards and communications to fit the needs and wants of each and every employee, and give employees the autonomy to manage their own career development, and design their job on a day-to-day or week-by-week basis.

*Research from UKG