How can you use personality types to tailor employee engagement?

1 What is DISC?

DISC is a widely used framework that categorizes people into four personality types based on their behavior and preferences. The four types are Dominance, Influence, Steadiness, and Conscientiousness. Each type has its own strengths, weaknesses, and needs, and responds differently to various situations and stimuli. By understanding the DISC model, you can better communicate with your employees, understand their expectations, and motivate them accordingly.

2 How to identify personality types

Identifying the personality types of your employees can be done in several ways, such as online assessments, observing behavior, or asking questions. To recognize them, it's helpful to be aware of their general characteristics. For example, people with a dominance type are confident and results-oriented; they value efficiency and competence. Those with an influence type are enthusiastic and outgoing; they value recognition and collaboration. Those with a steadiness type are calm and reliable; they value loyalty and security. And those with a conscientiousness type are careful and analytical; they value quality and accuracy.

3 How to engage Dominance

To engage employees with a dominant personality type, you need to challenge them, respect them, and empower them. For example, provide them with clear goals, deadlines, and expectations to know what they need to achieve and when. Autonomy and authority should also be given to let them have control over their work and make their own choices. Praise their accomplishments and results to recognize their performance and outcomes. Additionally, give them constructive and honest feedback to help them improve and grow. Lastly, avoid micromanaging, criticizing, or undermining them as they don't like being told what to do, how to do it, or why they are wrong.

4 How to engage Influence

To engage employees with an influential personality type, you need to appreciate them, involve them, and inspire them. For example, give them opportunities to share their ideas and emotions, provide them with social and creative activities, recognize their contributions and efforts, give positive and supportive feedback, and avoid isolating or ignoring them. They like to have fun and connect with their colleagues and customers, be appreciated for their work and personality, know how they can enhance their strengths and talents, and not work alone or do routine tasks.

5 How to engage Steadiness

Engaging employees with a steady personality type requires support, reassurance, and listening. To do so, ensure that you give them clear instructions, guidelines, and expectations to know what they need to do and how to do it. Provide them with stability and consistency in a predictable and secure work environment. Acknowledge their loyalty and dedication for their commitment and service. Additionally, give them constructive and respectful feedback to help them improve and learn. Above all, avoid rushing, changing, or pressuring them as they don't like to work under stress, deal with uncertainty, or face conflict.

6 How to engage Conscientiousness

Engaging employees with a conscientious personality type requires respect, information, and trust. To do so, you should give them specific, measurable, and realistic goals to measure their progress. Additionally, provide them with data, facts, and logic to support their work. It’s also important to recognize their quality and accuracy as well as give them constructive and objective feedback to optimize and refine their work. Lastly, avoid distracting, confusing, or rushing them as they don’t like to work with interruptions, ambiguity, or deadlines.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?