Working virtually requires structure. With the various personalities in your workforce, how do you ensure the best standards for everyone?
Using comprehensive toolkits is a start, but doesn’t guarantee each personality type is addressed.
A strong WFH policy can offer you the structure you need. Learn how this policy affects certain personality types to make the best policy for your team.
Introverts, Extroverts, and Ambiverts
Different personality types vary by how employees socialise. Your WFH policy should consider these different social methods for the best experiences working remotely.
Introverts thrive when working alone. Their social styles favour working virtually and independently. Some may work with teams well, while still preferring to work alone.
Extroverts gain energy from large social groups. Regular interaction with team members is a necessity for productivity job satisfaction. Performance for extroverts may be best measured with project benchmarks.
Ambiverts are rare. They can work remotely well and in-person with large teams, well. These balance out the tendencies of introverted and extroverted employees.
Crafting a WFH Policy Template for Different Personality Types
The above social types are overviews which vary by different traits. These traits can be assessed with the Myers-Briggs Type Indicator (MBTI) for comprehensive policies. These traits include the following categories:
- Thinking: logical, problem-solving, objective, consistency
- Feeling: empathetic, cooperative, subjective, harmony
- Sensing: realistic, practical, moment-motivated
- Intuitive: big picture, long-term vision, pattern-oriented
- Judging: organised, prepared, structured
- Perceiving: flexible, chaotic, adaptive
Each of these categories can work for or against your WFH policy. Some thrive under more or less structure.
Potential Issues and Solutions to Address With WFH Policy Document
An out of office and work from home policy needs to address problems brought about by certain personality types. Solve these problems before they start. Address the needs of each personality.
Extroverts thrive with teamwork, but so do introverts. Balance their strengths and responsibilities with the necessary time for productivity. Give introverts time to focus on their primary work with teamwork to divide up their day.
Thinking personalities need to work on a team to stay connected to big picture tasks. Feeling personalities require teamwork to thrive. Ensure they are involved to maintain their need for harmony.
Sensing and judging personalities need outlines and plan to thrive. Assign tasks that suit their attention to detail. These personalities struggle with no WFH policy in place.
Intuitive and perceiving personalities need to feel their impact. Give them a space for responsibility, even if is supervisory or minimal in nature. These personality traits thrive with a flexible WFH policy.
Supporting Your Employees with a Strong WFH Policy
Now you know how different personalities will interact working from home, you can adjust your WFH policy as needed. Creating the resources you need to implement this new policy may prove challenging.
Gallagher Bassett is here to support you in the new normal. We have a number of resources to guide you through this time of transition. For any queries you may have or for any additional guidance, don’t hesitate to connect with us today.
The information contained herein is offered as risk and claims management industry guidance and provided as an overview of current market risks and available programs and is intended for discussion purposes only. This publication is not intended to offer legal advice or client-specific risk management advice. General descriptions contained herein do not include complete definitions, terms, and/or conditions, and should not be relied on for claims management interpretation. Actual claims and risk management policies must always be consulted for full coverage details and analysis.