2018-03-20 14:54:42 Managing People English Learn how to manage employees with Type A personalities by providing new challenges, managing employee relations, establishing effective... https://quickbooks.intuit.com/ca/resources/ca_qrc/uploads/2018/03/type-A-personality-employee-discusses-career-goals.jpg https://quickbooks.intuit.com/ca/resources/managing-people/deal-with-type-a-employees/ How to Deal With a Type A Employee

How to Deal With a Type A Employee

3 min read

If you work with Type A employees, you know how valuable they can be for your business. They’re powerhouses: ambitious, competitive, and super-productive. On the flip side, they also tend to be impatient, and sometimes they can steam roll your employees who are less aggressive — which can cause problems in your team. Managing your Type A workers has to combine finding ways to use their many talents without hurting office harmony.

Be Ready With New Challenges

Because your Type A employees are likely to turn all their focus to each project, they probably get things done faster than many of your other employees. That means that when one project finishes, these workers instantly start looking for something else to do. If you don’t have new challenges ready to go, they may get bored and start to insert themselves into other employees’ business — which is understandably irritating for the other people on your team.

When your take-charge workers are causing problems, you can help fix employee relations. Keep a running list of projects for Type A staff members. Don’t worry about complicated instructions — this personality type is highly independent, so you can simply simply outline the basics and let them loose.

Try Not to Micromanage

Type A professionals tend to work quickly and efficiently. This does wonders for your business, but it can also make managing them difficult. After all, how can you make adjustments to one task when the employee is already off and running on the next step?

To make things more complicated, Type A people resent it when you micromanage them. Allow your Type A employee to control the communication. Instead of pestering the person for news, simply ask for a quick email update when the person completes a task. That way, you can stay informed, and the employee can keep moving forward.

This doesn’t mean you shouldn’t provide feedback — quite the opposite. Type A professionals thrive when you give them thoughtful, specific performance reviews. Give regular reviews, and don’t be afraid to include interpersonal issues. If your employee is being too aggressive or impatient with other workers, this feedback can help them change.

Create Balance

Your Type A workers are probably incredibly hard-working — possibly to a fault. As a manager, you may need to force balance when you notice that an employee is overworked and stressed. If you’re getting emails at midnight, consider banning them from working after 6 p.m.

You can also help by teaching Type A employees to delegate. This isn’t easy for these ambitious employees, so make it easier by hiring an assistant or an intern to help with low-value tasks.

Show Your Appreciation

It’s easy to take your Type A employees for granted — after all, they’re almost always consistent and productive. While these workers don’t need you to motivate them, they do need you to recognize their hard work. Make a point of showing your appreciation. Write a thank-you email, talk about an accomplishment in a meeting, or offer a surprise bonus in your employee’s next paycheck.

You can also use praise to reinforce behaviours you want to see more often. If one of your Type A employees is learning to be patient with different working styles, say something like, "Thanks for collaborating so well with John. You two really knocked it out of the park."

When you’re managing Type A professionals, stay a step ahead of them at all times. By helping your employees make the most of their talents, you can use their energy to benefit your company.

Information may be abridged and therefore incomplete. This document/information does not constitute, and should not be considered a substitute for, legal or financial advice. Each financial situation is different, the advice provided is intended to be general. Please contact your financial or legal advisors for information specific to your situation.

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