We all have to work, but work shouldn’t be just work. What we do professionally should fill us up and not leave us depleted. Some of the top reasons people leave a job are due to the feelings of being uninspired, unchallenged, undervalued, seeking better relationships with coworkers and management, and wanting a different work environment.

Implementing DiSC into your company’s culture can help you enhance workplace relationships and build better teams. 

  1. Build skills & know their strengths

DiSC styles are unique, each person scoring uniquely according to statements of agreement they feel are true for themselves. Understanding key strengths and priorities of your employees will allow you to make more informed decisions when it comes to assigning projects and organizing group work. Knowing the personal and professional goals of your employees can help them develop their skills while challenging their abilities in a productive way.

  1. Build Relationships

Knowing the different DiSC styles values can help coworkers and management know each other. Knowledge of how we interact in our natural environment, understanding of our core values and priorities will empower us to know how we want to be seen and heard.

Dismissing someone with an i style personality, will cause them to feel rejected. Negative criticism of an S style will lead them to feelings of self-doubt and insecurity. Forcing a C style to collaborate with a large group of people will cause them distress.

We don’t intentionally want to cause anyone distress or put them into situations where they are ill equipped. Utilizing the DiSC profile will help us better navigate relationships with ourselves and each other.

  1. Share in Successes

An employee doesn’t want to be just a cog in the machine of industry. If you really want to value the contributions your employees make to your team, it’s important to acknowledge, validate and share successes. If you want your employees empowered and enthused about the work they’re doing, share your appreciation and acknowledgement of their work. Take into consideration how each DiSC style appreciates to be acknowledged. For example, style D, wants the acknowledgement publically but then wants to keep things moving. Style i, wants the acknowledgement publically and to sing praises from the rooftop. Style S, wants the acknowledgement but in an individual and very quiet manner. Style C, wants the acknowledgement that they were right.

  1. Ask Questions

Want to know what makes your team tick? Simply ask them questions.

  • What is challenging you right now?
  • What would you like to spend more time doing, but aren’t able to?
  • What has you excited?
  • What skill or service do you want to learn?
  • What resources do you need?
  • What can I do to help you?

These basic questions are simple but will allow anyone to truly see what they value. If there is conflict between their current role and their DiSC profile, see if a change in position or job responsibilities can help them feel more aligned to their abilities and passions.

  1. Team building

After all we’re all human. We all have basic needs and wants. If employers want to show they truly value their employees, it’ll be on a human level. DiSC provides the tools and resources to build relationships based on trust, effective communication, and support. A positive team encourages, empowers, and has a unified commitment to overcoming obstacles and working toward common goals.

Don’t wait, see how Resources Unlimited can help unlock your team’s potential.