Go-Getter to Negotiator: 5 types of employees every organisation has — Who's Your Favourite?

Every organisation comprises a diverse array of employees, each showcasing different skills, aptitudes, and even challenges. Whether positive or negative, each individual contributes something unique, playing a role in the growth of the organisation in one way or another. 

A recent study conducted by UKG unveiled the five personality types prevalent among workers. The study explores the implications of these personality types for their colleagues and offers insights into how managers can optimally support their professional development.

The survey found that the largest segment of employees (21%) exhibited the 'Negotiator' personality type, a trait exemplified by notable figures such as the former South African Prime Minister, Nelson Mandela, and the Secretary-General of the United Nations, António Guterres. 

The research conducted by UKG identified a total of five distinct personality types among UK workers: 

• The Go-Getter
• The Visionary
• The Negotiator
• The Thinker, and 
• The Executive 

The most prevalent personality type, the Negotiator, is typically characterised as a "people person" known for being dependable, approachable, and supportive. 

Their presence in teams is a valuable source of diplomatic and measured contributions. UKG surveyed a total of 2,000 full-time workers across various industries in the UK, including individuals in C-suite positions and people management roles. 

According to the findings: 

• The least common personality type is the Go-Getter, representing the outgoing and energetic office enthusiast with a high level of competitiveness and a workaholic nature. The research suggests that managers should maintain concise and direct communication with Go-Getters, preferably through instant messaging platforms like Teams and Slack. 
• The Visionary, Thinker, and Executive each constitute 14% of the workforce, highlighting the importance of diversity and the distinct differences among employees that necessitate tailored approaches for effective management and support.
• The Visionary, a personality type exemplified by luminaries like Steve Jobs and James Dyson, directs their energy toward exploring novel ideas and possibilities, frequently uncovering innovative solutions to long-standing challenges. According to the research, managers should note that this personality type is receptive to all forms of feedback. 
• Visionaries prefer one-to-one meetings and appraisals that facilitate interactive discussions, enabling a collaborative exploration of the optimal course of action.

“While many people managers may already be aware of the different traits and personalities within their teams, it can sometimes be challenging to adapt certain workplace policies to suit everyone. People managers must adapt their methods to ensure they are getting the best out of every employee, and a variety of factors are at play here. Our findings can help managers with the methods in which they communicate with team members, which working environments support their development best and how they prefer to receive feedback,” said Claire Lock, VP, HR International Markets at UKG. 

“For the Thinker for example, clearly defined process work best for communication and all feedback should be clear, detailed and actionable. The Thinker also welcomes flexibility, preferring freedom to choose when they work collaboratively and when they need time to work independently. These insights can equip managers with the tools they need to get the best out of each and every member of their team – no matter what personality type they are,” added Lock. 

Leveraging the expertise of behavioural psychologist Donna Dawson, UKG identified the five primary personality types along with their key traits, features, and working styles. Dawson meticulously analysed the survey data and pinpointed five distinct sets of characteristics that are prevalent across teams, departments, and businesses. She provided insights into what motivates each personality type and offered advice on fostering a working environment where individuals with these diverse personalities can thrive.