1. Analytical types want to know that a
project is valuable, and that their work
makes a difference to its success. They
need a leader who excels in a particular
area, and whose expertise they believe
benefits the group. They prefer
compensation that is commensurate with
their contribution. If they have done a
tremendous amount of work on their own,
don’t expect them to be happy if you
reward the whole team.
2. People who are “structural” by nature
want to know their work aids the company’s
progress. They prefer a leader who is
organized, competent, and good with
details. They like to be rewarded in writing,
in a timely manner, in a way specific to the
task. An encouraging email is appropriate
to communicate with them.
3. Social people want to feel personally
valued, and that what they are doing has
an impact on a project. They go the extra
mile for a leader who expresses faith in
their abilities. They prefer to be rewarded
in person with a gesture that is from the
heart. If your own preference is for written
communication, send a handwritten note to
a particularly social employee.
4. Innovative employees must buy into a
cause. To them, the big picture matters
more than the individual who is leading the
charge. They prefer to be rewarded with
something unconventional and imaginative,
and would find a whimsical token of your
esteem very meaningful.
5. Quiet staffers don’t need a lot of fanfare,
but they appreciate private, one-on-one
encouragement.
6. Expressive people feel more motivated
when assignments are openly discussed
and an open door is available. They like
public recognition, with pomp, and
ceremony.
7. Peacekeepers hope everyone will move
in the same direction. They’ll never demand
a reward or recognition, so it’s up to you to
offer it.
8. Hard-drivers are independent thinkers. If
they agree with you, they’ll be highly
motivated. They will let you know what
they’d like as an extrinsic reward, and they
tend to want whatever it is right away.
9. Those who are focused team members
must have confidence in the leader and in
the project, or their motivation may falter.
They want know up front what kind of
reward they can expect. Make sure you
follow through on whatever is promised.
10. Flexible people go along with the team,
as long as a project does not contradict
their morals or beliefs. They’re also happy
with any kind of recognition.
project is valuable, and that their work
makes a difference to its success. They
need a leader who excels in a particular
area, and whose expertise they believe
benefits the group. They prefer
compensation that is commensurate with
their contribution. If they have done a
tremendous amount of work on their own,
don’t expect them to be happy if you
reward the whole team.
2. People who are “structural” by nature
want to know their work aids the company’s
progress. They prefer a leader who is
organized, competent, and good with
details. They like to be rewarded in writing,
in a timely manner, in a way specific to the
task. An encouraging email is appropriate
to communicate with them.
3. Social people want to feel personally
valued, and that what they are doing has
an impact on a project. They go the extra
mile for a leader who expresses faith in
their abilities. They prefer to be rewarded
in person with a gesture that is from the
heart. If your own preference is for written
communication, send a handwritten note to
a particularly social employee.
4. Innovative employees must buy into a
cause. To them, the big picture matters
more than the individual who is leading the
charge. They prefer to be rewarded with
something unconventional and imaginative,
and would find a whimsical token of your
esteem very meaningful.
5. Quiet staffers don’t need a lot of fanfare,
but they appreciate private, one-on-one
encouragement.
6. Expressive people feel more motivated
when assignments are openly discussed
and an open door is available. They like
public recognition, with pomp, and
ceremony.
7. Peacekeepers hope everyone will move
in the same direction. They’ll never demand
a reward or recognition, so it’s up to you to
offer it.
8. Hard-drivers are independent thinkers. If
they agree with you, they’ll be highly
motivated. They will let you know what
they’d like as an extrinsic reward, and they
tend to want whatever it is right away.
9. Those who are focused team members
must have confidence in the leader and in
the project, or their motivation may falter.
They want know up front what kind of
reward they can expect. Make sure you
follow through on whatever is promised.
10. Flexible people go along with the team,
as long as a project does not contradict
their morals or beliefs. They’re also happy
with any kind of recognition.
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