How to Motivate Employees of Different DISC Styles – A Practical Guide for Leaders

Motivating employees is one of the greatest challenges any leader faces. How effectively a company performs depends largely on how motivated its team is. But why is motivation such a demanding task? Because what works for one person may be completely ineffective for another.

The DISC model shows that people differ not only in the way they work, but also in what motivates them. Understanding these differences allows you to manage your team more effectively and boost engagement.

In this article you will learn:

• what motivates the different DISC personality types
• how to tailor your management style to each employee
• how to avoid common mistakes in motivation
• how to build an engaged team

Why Do Employees Have Different Motivations?

Every employee has different needs, values and ways of working. What motivates some people may mean nothing to others, or may even demotivate them.

These differences stem from our behavioral styles, personalities, values and needs. Understanding them is the key to successfully motivating a team.

What motivates people in terms of DISC behavioral styles?

• results and success
• relationships with people
• stability
• growth and knowledge

With the DISC model you can not only identify what motivates each individual, but also manage your team in a conscious and effective way.

How Motivation Works in the DISC Model

The DISC model distinguishes four personality styles:

• D – Dominance
• I – Influence
• S – Steadiness
• C – Compliance

Each of these styles has different motivational needs that follow directly from its behavioral pattern. A behavioral profile is reflected not only in how we act, in what we say and how we say it, and in our appearance, but also in our needs. Once we know a person’s behavioral profile, we can predict with great precision what will motivate and demotivate them.

A leader who can recognize their employees’ needs can significantly increase the team’s effectiveness.

How to Motivate a Style D Employee

People with a Style D are results-driven and goal-oriented. Independence, the freedom to act on their own terms, and tangible outcomes matter greatly to them.

What Motivates Them

• challenges
• ambitious goals
• the opportunity to make decisions
• influence over results
• the results they achieve
• recognition
• prestige
• independence

How to Motivate Them

• set clear, specific goals
• show them results and outcomes
• give them autonomy
• avoid micromanaging
• communicate directly and provide feedback
• acknowledge their effort and appreciate the work they do

Style D people want to feel that they have influence and control over the situation. They perform best in a dynamic environment where they can act independently and achieve measurable results.

They are demotivated by a lack of influence over the situation, a manager who frequently changes their mind, an excessive focus on emotions at work, a lack of decision-making authority, and work that produces no measurable results.

How to Motivate a Style I Employee

People with a Style I are energetic and relationship-oriented. A dynamic work environment that is open to new ideas and creative solutions matters greatly to them – one where they can connect with other people and build relationships.

What Motivates Them

• recognition
• contact with people
• a positive atmosphere
• the chance to express their ideas
• the opportunity to meet new people
• exposure to new, inspiring ideas
• a work environment open to discussion and change

How to Motivate Them

• praise and appreciate them
• involve them in team projects
• give them room for creativity
• build a positive atmosphere
• take an interest in their new ideas and inspiring discoveries
• communicate openly
• give them freedom to act

Style I people need emotion and relationships in order to stay engaged. They perform best in dynamic environments where change is essential to getting things done. They enjoy variety in their tasks and take genuine pleasure in building relationships and expanding their network of contacts.

They are demotivated by monotonous work with no room for growth or contact with people, as well as by a work environment focused solely on results and outcomes.

How to Motivate a Style S Employee

Style S people are steady and collaborative. A good, calm atmosphere, mutual respect and predictable working conditions matter to them. They work best in a stable environment that does not demand frequent change.

What Motivates Them

• a sense of security
• stability
• good relationships
• support
• appreciation from their employer
• the opportunity to support others
• predictability

How to Motivate Them

• build a relationship based on trust
• give them time to adapt whenever change needs to be introduced
• avoid pressure
• appreciate their loyalty and commitment
• give them the chance to support others
• nurture good relationships within the team
• deliver feedback with sensitivity to a Style S person’s emotions

Style S people work best in a calm and predictable environment. Working in a good atmosphere where their effort is appreciated gives them the motivation to act.

Style S people are demotivated by pressure, haste, frequent change, a tense atmosphere and a competitive work environment. In such conditions they become stressed, withdrawn and reluctant to cooperate.

How to Motivate a Style C Employee

Style C people are analytical and quality-focused. Clearly defined rules, clearly stated goals and requirements, and a work environment where emotions do not run too high matter to them.

What Motivates Them

• data and facts
• developing their competencies
• clearly defined standards
• quality of work
• the chance to work independently based on clear guidelines
• substantive discussions
• a work environment open to suggestions for change and improvement
• the opportunity to grow

How to Motivate Them

• give them specific information
• enable their development
• define your expectations clearly
• appreciate their accuracy
• give specific, substantive feedback
• listen to their ideas for improvement – Style C people are focused on effectiveness and excel at refining processes

Style C people need logical arguments and time to analyze. They are motivated by a calm, substantive work environment where initiative and well-reasoned arguments are valued.

They are demotivated by chaos, frequent changes of decision, excessive emotionality, and acting on intuition without reference to data. They feel very uncomfortable in places where they cannot develop and where their drive to refine and improve is not appreciated.

The Most Common Mistakes in Motivating Employees

Many leaders make mistakes that lower their team’s motivation.

The most common ones are:

• applying a single style of motivation to everyone
• a lack of individual approach
• a lack of feedback
• failing to recognize employees’ individuality and not making the most of their potential

Understanding the DISC styles not only helps you avoid these mistakes, but also enables you to achieve outstanding business results.

How to Use DISC in a Leader’s Everyday Work

The DISC model can be applied every single day at work. Properly implementing a tool such as MaxieDISC® into your daily processes improves not only performance but also the quality of work.

How can the tool be implemented in an organization? Among other ways, through:

• tailoring communication to each employee
• running better one-on-one conversations
• delegating tasks more effectively
• building motivation
• managing employees’ talents in a way that both builds their self-confidence and delivers the organization’s goals
• consciously managing processes and people, which makes it possible to build effective work environments

It is a simple tool that delivers very practical results. Very often leaders are unaware of just how much it can change their work and how greatly it can improve their outcomes.

Summary

Motivating employees is not about applying a single formula to everyone. Every person has different needs and responds to different triggers. Recognizing those needs and motivating your team accordingly produces remarkable results, allowing you to build more engaged teams and achieve better outcomes.