Research has shown that there is a direct link between high employee performance and retention and a manager's actions. As a manager, how do you think each member of your staff would respond to these questions?

Do I know what is expected of me at work?
Do I have the materials and equipment I need to do my work right?
Do I have the opportunity to do what I do best every day?
In the last seven days, have I received recognition or praise for good work?
Does my supervisor, or someone at work, seem to care about me as a person?
Is there someone at work who encourages my development?

The more "Yes" answers to these questions, the more likely you will have high performance and retention. The reasons why a manager would want high performance are obvious…efficiency, low stress, high morale, higher productivity and higher profits. The reasons for maintaining high retention is because statistics show that it costs a business a minimum of one and a half times an employee’s annual salary when an employee has to be replaced.

Four Different Trait/Strength Styles

Each of us exhibits four basic personality traits/strengths, with one trait being most prevalent. These behavior traits are defined by the Professional DynaMetric Programs (PDP) as: Dominance (take charge/control), Extroversion (people/social), Pace (slow/fast) and Conformity (systems/detail). The strongest personality trait will determine how we approach tasks, how we respond to and communicate with others, what motivates us and more.

To most effectively manage an employee, it is essential to understand their personality trait/strengths, motivators and preferred work styles. Knowing how a person works most effectively will enable you to create an environment that reduces employee stress while improving energy and morale.

Factors that will motivate one type of personality in the work place can have the complete opposite effect on a different type. It is also important to know each employee’s overriding personality trait/strengths to make sure they have the appropriate strengths needed to perform their job well.

A Dominant personality will perform most effectively with minimal controls and supervision. They are interested in bottom line results and do not want to be bothered with details. Having authority is important to them. Placing them in a detail oriented position with minimal autonomy will quickly lead to frustration and de-motivate them. They would probably leave the job.

An Extrovert personality thrives on positive interactions with others, praise, recognition and being liked. They need to feel trusted, appreciated and included. They will value the opportunity to grow in an organization. When these factors are absent, they will not be happy in their job. And, again, probably leave or perform poorly.

The Pace individual seeks peace and harmony in a stable, steady workplace. They do not adapt easily to sudden changes, especially when they cannot see concrete reasons for change. When change is necessary, they need time to adjust. They will be upset by confrontation, unjustified pressure and an unpredictable work environment and perform poorly.

The Conformity individual likes a structured environment, standard operating procedures, detailed reports and frequent updates. They are concerned with quality and accuracy, and seek regular praise and confirmation that they are performing their job correctly. They will be upset by disorganization and criticism if they feel is unjustified. A chaotic work environment would cause great stress to the Conformity individual and they would perform poorly or leave.

For more information on hiring and motivating employees, or how you can use the Professional DynaMetric Program to determine your employee's personality traits/strengths, motivators, preferred work styles and more, contact Julie Weir at (303) 660-4390 or by email at julie@julieweir.com.

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