People Are People

PEOPLE ARE PEOPLE

(HANDLING THE MOST IMPORTANT ASSET OF AN ORGANIZATION)

        People – the engine of a company, the one who drives, the one who pushes to the limit, and though some considered them as an expense, many considered them as the most important asset in any type of organization. Having the exact group of people in your side is already having your competitive advantage. According to James C. Collins, “People are not your most important assets – the right people are.” But the question is how to find and hire the right people? How to make them settle in the company? Are managers aware of what contributes to their people’s performances? What motivates them? These are just some of the queries that would be answered once we go along.

        Every individual differs from each other. We have our own characteristics that made us unique. Some of these traits were inherited while some were developed based on our experiences and the environment.  There are some people who are not afraid to fail in order for them to succeed while there are some who are just laid-back and just go with the flow. Some are motivated by their dreams while some are already contented with what they have. Some rejects promotions or big breaks because it’s not their priority. Some can easily adapt to the technological changes while some are even afraid to try.  

A manager must know how to read between the lines and learn the drama behind an employee’s smile.  Each of us has differences, if the manager knows how to deal with them (differences) then being on the right track can be achieved. According to Garner, “The difference between the successful and unsuccessful managers lies in how well they understand people’s personalities.”A common tool used in studying human personality types is the Enneagram. It is a typology of human types that has a long and varied history. It is consists of nine personality types: the ones (need to be perfect) are the wisest and most moral people who rely on their guts or instincts in making decisions; the twos (need to be needed) are the helpers and most caring people who can easily make instant contact with others; the threes (need to succeed) are the achievers, competitive, goal-oriented and self-confident individuals who really want to be successful; the fours (need to be special) are the romantic, emotional, creative, innovative, and stylish individuals who like to stand out among the rest; the fives (need to perceive) are the watchers and most intelligent who use their mind to be able to see the bigger picture and the details behind it; the sixes (need to be safe) are the traditional, anxious, and cautious individuals who always want to be secure and safe; the sevens (need to be happy) are the performers, most enthusiastic and most hyperactive people who are motivated by their need to make things fun and enjoyable; the eights (need to be strong) are the rebels and natural fighters who are controlling, dominant, and devoted to protect those on their side and seeing the other as enemy; and the nines (need to be at peace) are peacemakers, most easy to like, easy-going, selfless, and happy to be just themselves who are driven by being left alone to get a lot done.

Aside from having diverse personalities, managers should also take into consideration the generational differences in the workplace because of the negative outcome they may produce like confusion, resentment and anger. There are four types: the Veterans, Boomers, Generation X, Generation Y and the 9/11 (Gen Z). Since the veterans have experienced either the global Depression or World War, they have developed a work ethic with a certain respect for authority. On the other hand, Boomers are the ones who value work relationship and prefer to be interacting with people. Gen Xs, children of the hardworking Boomers, are self reliant and techy people who have the ability to multi-task. Another product of the Boomers (who postponed having children) are the Gen Ys who are optimistic, energetic and more techy people than the Gen X. Gen 9/11 who were born with a lot of terrorist attacks may develop fear as they grow up.

        Nothing comes easy in managing people. As written above, we are born in different generations thus, developing different personalities. There are tools that can help us like the Enneagram. Now that the characteristics of each type are given, managers can be able to identify which type can be integrated to the other. The eights, who always act as leaders, when combined with the twos who are after team work, can be more sympathetic individuals who are not just after the power. The sevens, who usually get things easily done, when mixed up with the fives who are the observers, will learn not to rush on things and think analytically. The fours, who are emotionally inclined individuals, when become part of the ones who have well thought answers, can deal with logical facts not just purely drama. Having identified each personality types doesn’t mean that you would stop there. With this information, managers would be able to help them grow and develop. Let them involve in personal interactions. After all, being ones doesn’t mean that you could not fit in with sevens; it’s still a continuous learning process. Managers just have to carefully classify which category his subordinates belong.