‍

As parents, we often start with the idea of treating all our children equally, believing that fairness lies in uniformity. However, experience soon teaches us that each child is unique, with different needs, strengths, and personalities. Some children thrive with independence, while others require more support and guidance. This realization leads to the adoption of a more tailored approach, where we adjust our parenting style to suit each child’s individual needs.

This same principle applies in the workplace. Treating employees exactly the same might seem fair, but it often overlooks the diverse needs, preferences, and motivations that each person brings to the table. Effective leadership requires recognizing these differences and adapting management approaches accordingly. This is where the concept of tailored treatment comes into play, and it's crucial for fostering a positive and productive work environment.

The Fit For You Process: Understanding Individual Needs

At IBM, we used the "Fit For You" process to understand each employee better, ensuring that our interactions and management styles were well-suited to their individual preferences and needs. This process involves several key elements:

  1. Communication Preferences: Different people have different communication styles. Some prefer detailed emails, others quick chats, and some might appreciate regular face-to-face meetings. Understanding these preferences helps in delivering messages effectively and ensures that everyone stays informed and engaged.
  2. Frequency of Communication: While some employees thrive with regular check-ins and updates, others might feel micromanaged. It's essential to strike the right balance, offering enough support without encroaching on their autonomy.
  3. Type of Communication: Beyond the medium and frequency, the content of communication also matters. Some employees prefer clear, direct instructions, while others appreciate a more collaborative and consultative approach.
  4. Rewards and Recognition: Just as in parenting, where one child might be motivated by praise while another by tangible rewards, employees also respond differently to various forms of recognition. Understanding what motivates each team member—whether it's public acknowledgment, career development opportunities, or bonuses—can help in designing an effective rewards system.

Implementing a Tailored Approach

To implement a tailored management approach, leaders must first invest time in getting to know their team members. This involves:

  • Regular One-on-One Meetings: These are invaluable for understanding an individual’s concerns, career aspirations, and personal circumstances. It's an opportunity to offer personalized feedback and support.
  • Flexibility in Management Styles: Leaders should be prepared to adapt their style depending on the situation and the individual. For example, a more directive approach may be necessary in times of crisis, while a coaching style might be more appropriate for professional development.
  • Creating a Supportive Environment: Just as children need a safe space to express themselves and make mistakes, employees thrive in a supportive environment. Encouraging open communication, actively listening, and being accessible are critical components of this.

Avoiding the Cookie-Cutter Approach

The cookie-cutter approach—where everyone is treated the same regardless of their individual needs—can lead to disengagement and a lack of motivation. Just as a one-size-fits-all approach doesn't work with children, it doesn't work with employees either. By taking the time to understand and cater to individual differences, leaders can build stronger, more motivated teams.

In conclusion, the key to effective leadership lies in the balance between equal treatment and tailored treatment. While fairness is essential, it doesn't mean treating everyone the same. Instead, fairness should be about providing each person with the support and resources they need to succeed, recognizing that these needs will differ from one individual to the next. By embracing this approach, leaders can foster a more inclusive, engaged, and high-performing workplace.

‍