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Most managers understand the importance of hiring someone whose values fit the organizational culture. An ambitious and competitive job candidate who places a lot of importance on financial gain for example, would fit well in a cold-calling sales job…and probably less so as an entertainer at children’s parties.

Using data collected from our VaPro (Values Profile), we sought to uncover what kinds of values go hand-in-hand and frequently coexist in certain types of people. Analyzing a sample of 2,100 people, the following “employee value types” emerged from our study:

The Ladder-Climbers

What they value

• Recognition
• Power
• Career
• Pride
• Competition

What makes them great:

• They love to be challenged with complex tasks and projects.
• They want to be put to work and like to be kept busy.
• They aim high – and the greater and more lucrative the project, the harder they’ll work.
• Independent and confident, they don’t need to be “hand-held” by management.
• They are always striving to reach their fullest potential.

What could make them a challenge:

• They hunger for recognition and expect to be rewarded for their effort.
• Their competitive nature and strong personality can intimidate or alienate others.
• They prefer to lead than follow, and may not take direction well.
• They can get impatient with people who don’t work at their pace.
• Their ego and tendency toward self-absorption could get out-of-hand.
• Personal success may be more important to them than team success.

The Knowledge-Seekers

What they value

• Knowledge
• Innovation
• Scientific Exploration
• Intellectualism

What makes them great:

• They enjoy the challenge of complex projects or learning new skills, and will work particularly hard on projects that appeal to their intellect.
• They are good problem-solvers and possess strong analytical reasoning skills.
• They are innovative thinkers and consider the advancement of technology essential.
• They are very methodical in their work approach.

What could make them a challenge:

• They need constant intellectual stimulation or they will become bored.
• They can be impatient with people who are not as “intellectually advanced.”
• They may need emotional intelligence training if required to work on a team, with clients, or are promoted to a leadership position.

The Pragmatists

What they value

• Practicality and simplicity
• Stability
• Financial security
• Hard work

What makes them great:

• They enjoy being put to work and want to be a productive member of the team.
• They are model employees whose effort, dedication and commitment set a good example for others.
• They have a steadfast, methodical and efficient work approach.
• They are likely to be handy and/or good with tools.
• They are particularly dedicated to projects that they are passionate about.

What could make them a challenge:

• They need job security in order to feel comfortable in a job.
• They thrive on structure and routine and less so in a dynamic work environment where their role is constantly changing.
• They want to be recognized for their hard work with rewards of monetary value. This isn’t a matter of greed, however; they want to create a financially stable future for themselves and for their family.
• They are much more practically minded than creative or intellectual.
• They can be good team players, but find it difficult to abide by team members who don’t share their work ethic.
  
  

The Peace-makers

What they value

• Altruism
• Family & Friends
• Acceptance & Belonging
• Community
• Work/Life balance

What makes them great:

• Their outgoing nature and caring personality make them an inspiring and affable leader or teammate.
• They enjoy helping others. They are skilled at developing a rapport and genuinely care about customers.
• They consider integrity a priority and strive to set a good example for others.
• They don’t mind being put to work as long as it doesn’t result in long hours or too much overtime.
• They are motivated by recognition of their contribution and a sense of purpose. They want to make a difference in the lives of others. They want to help and be accepted.

What could make them a challenge:

• Given their preference for work/life balance, they may not want to work overtime or travel very often.
• They enjoy the social aspect of work, and are less likely to thrive in positions in which they have little contact with others.
• Their easy-going nature could be taken advantage of.
• They may struggle to adapt to a dynamic, fast-paced work environment.

Each of these values types has its advantages and disadvantages. The Ladder-Climbers, for example, are more likely to thrive in dynamic and competitive work environments, while the Peace-makers adapt perfectly to a position in which they work on a team or with customers. There is no “right” or “wrong” when it comes it values – it’s a matter of what works best for the position and the organizational culture.

If you’re interested in using VaPro (Values Profile) or other tests for HR purposes, request a free trial for ARCH Profile here. If you want to take it for fun, click here:

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