How to Manage People Who are Overdriven and Lazy at the Same Time

As a manager, it’s easy to put your direct reports into boxes. There’s the creative one, the empathetic one, the one who likes autonomy and the one who like clear boundaries and set routines. There’s also another special breed of worker in the world, and that’s the person who has borderline manic levels of productivity yet spends a lot of the time kicking back and doing...well nothing. Someone who is lazy and a hard worker, all at the same time.

How do you manage someone when you’re never quite sure where they’re at? Here are some tips.

Structure, Decisions and Rules ...Oh My!

Every well-constructed team should have a mix of personalities. Some people like to take the lead and work well with very little supervision. Others need a little extra help but are generally happy to follow the guidelines and detailed planning the manager has set for them. And then there are those who are not inclined to follow the rules at all. If you're in the latter group, you might be a powerhouse of generating ideas, and you might be among the most productive people in your department, but you just have to have flexibility in the way you do things.

6 Strategies for Dealing with Perfectionists on your Team

Most people consider having high standards a good thing. Constantly striving for excellence is a sign that you're committed to your job and support others by setting the bar high for their performance as well. You can easily spot a perfectionist, because he's the one who takes extreme care in finishing work, always wants to do more, and is insistent on driving up quality standards.

Things That Matter More Than Money, Based on Personality

Money can buy you happinessbut only to a certain amount. Experts reckon the correlation peaks at around $75,000 per year, and employees whose salaries rise above this cutoff are not reporting any major boost to their happiness levels. They're not even feeling less sad. And that might throw a major monkey wrench into how we think about motivating people at work.

How To Push Guardian Personalities Out of Their Comfort Zones

Everyone likes the security of being in control of their time and their environment, but some people like predictability more than others. Guardian personalities (ESFJ, ISFJ, ESTJ and ISTJ) are hard wired to seek out situations they can control, where they do not feel any risk and where "business as usual" reigns supreme. This preference sounds great on the surface, but it has a habit of binding Sensing-Judgers in imaginary shackles that prevent them from taking on any challenge that might not be successfully overcome.

6 Mistakes That Will Screw Up Your Team's Communication

In just 10 minutes, you can accurately predict whether your team will perform well or badly on a certain project – and it's all to do with how they communicate. Here are six of the most destructive types of communication that may be hindering your performance, plus tips for what you can do to improve your communication skills across the board.

7 Deadly Sins That Ruin Every Meeting

Meetings bring results and solve problems – theoretically. In practice, they can lead to nothing, waste dozens of labor hours and throw up some of the most idiotic suggestions you've ever heard in your life. And in the end, no one feels responsible for implementing what has been decided. Why do we even bother if there are no motivational or productivity gains to be made? 

How to Take the Fear Out of Feedback (Because Everyone Hates It)

It seems that everyone hates feedback. Employers and managers hate giving it as much as employees hate receiving it. No matter how tactful you are, or how thick-skinned your employee is, it doesn't take much for it all to go pear shaped. We're sensitive souls when it comes to the judgment of our work effort. It doesn't take much criticism to shatter our self-esteem.

So, how do you tell an employee there's room for improvement and leave them feeling inspired? Here are some tips.

How to Manage People Who Do Not Want to be Managed

The role of the manager is not to change the personalities of her employees to fit into a mold. But inevitably, you will be tasked with managing personalities who are just plain difficult. From the guy with the huge ego who thinks he knows more than you do to the talented loner who refuses to collaborate, some people do not want to be managed - and they may respond poorly to your efforts to do so.

How to react? By adopting one of the responses below.

7 Ways to Alienate An Intuitive Employee

Picture this: you've built a successful company from the ground up with dozens—maybe hundreds—of employees. But you are dissatisfied with how your staff are working. You're paying them well, and they all have terrific skills, but they just don't seem to be as dedicated, or as loyal, or as happy as you need them to be. What's going on?