3. Technical/functional competence
• These employees want to be the best in their
area of work.
• They will work to become a specialist or an
expert.
• They prefer job functions where they can put
their skills to best use.
4. How can we crack them ?
• The ideal way of rewarding such employees is
to give them opportunities to attend
conferences and training sessions, so that they
can continue to be the best.
5. Autonomy/independence
• These people make their own work rules, and
conformity is the last thing you can expect
from them.
• They are the people who are often absent
frommeetings and group discussions.
6. Autonomy/independence
• Do not expect these employees to be very
communicative.
• Reward them by giving them freedom and
allowing them a free hand in their area of
work.
7. Pure challenge
• People driven by challenge excel when they
are pushed.
• They seek assignments that allow them to use
their problem-solving skills.
• Such employees get bored easily and generally
hop from one job to another seeking new
challenges.
8. • What finds favour with them is challenging
work and raising the bar for success.
9. Security/stability
• Job stability is the priority for this group of
employees.
• They are risk-averse, and generally remain
with a company for a very long time.
• They value their association with an
organization that cares and looks after them.
10. Security/stability
• Appreciation and simple gestures of
acknowledging their contribution towards the
organization is rewarding for this set of lifers.
11. Entrepreneurial creativity
• These employees like to create things and
aspire to run their own businesses.
• They value ownership more than anything
else, and wealth generation is a metric of
success for these creative people.
13. Service/dedication to a cause
• This type of employee is driven by values and
feels strongly about a certain cause.
• They take pride in helping others, and succeed
in public services or functions such as human
resources, corporate affairs, etc.
14. Service/dedication to a cause
• Recognize them by giving an
assignment/project that is in sync with the
values or cause they identify with
15. General managerial competence
• These employees are people-oriented.
• They thrive on responsibility, problem-solving,
and are all for managing teams and projects.
• They are the ones who rise rapidly up the
corporate ladder.
16. General managerial competence
• Promotions and salary increases work the best
for them. Recognition through exclusive
rewards also helps.
17. Lifestyle
• These types of employees value their personal
life a great deal.
• They are the ones who integrate life and work.
• They may even take long periods off work for
pursuing their hobbies.
