Here’s the stereotypical truth about personalities that thrive in async

The ability to thrive in remote and hybrid work environments can be determined by an individual’s personality. Doers, drivers and promoters are thought of as most likely to flourish in new normal work environments. 

Doers are characterized as self-motivated individuals who are driven to achieve and learn new things. Self-motivation, unfortunately, is something that cannot be taught. Employees who have had a background in starting their side projects, who have gone above and beyond proscribed outcomes in previous roles, who have worked as freelancers have a great chance in succeeding in asynchronous work setups. 

Drivers are proactive individuals who never wait for orders. They make things happen on their own. Highly independent, drivers are eager to design their own roles and take on new challenges. They do not do very well with forced rules and empty metrics. For them, their output is the best measure of their effectiveness at work. 

Promoters are passionate about sharing what they create for their own benefit and for the benefit of others. No one is a natural at self-promotion. This is a skill that has to be honed and developed in time. 

In building an asynchronous team, these personality types work very well in the new normal work setup. Employ different team development approaches to ensure that they develop into effective and productive team members and collaborators.

Weekly updates – allow members to share their latest efforts to the team.

Team building exercises – create opportunities for team members to share their expertise in niche areas, whether that’s directly related to their role. This doubles as professional development and bonding.

Feedback – ensure that you have regular assessment and performance review.

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