Why Understanding Workplace Personality Boosts Company Culture

 • Workplace personalities can be broken down into 4 distinct types: Go-Getters, Loyalists, Career Builders, and Lifers.
• Go-Getters are motivated by challenge and opportunity; Employers should provide them with chances to take on challenges and learn new skills.
• Loyalists place value on stability and predictability; Employers should focus on providing clear paths for advancement.
• Career Builders are always looking for new opportunities; Employers need to offer challenging work assignments as well as career growth within the company.
• For Lifers, employers need to provide stable, long-term positions that make them feel connected to the company mission and build meaningful relationships.
• No two people are wired the same way, so understanding what motivates employees benefits both workers and employers alike.

~ 625 words/ 3 min. read 

What’s motivating your employees? It turns out that workers want a lot more than a paycheck and job flexibility. In fact, some of what they want is rooted in personality and workplace psychology. 

Workplace personalities can be broken down into four distinct types of workers. Understanding the different types of workers and what motivates them can lead to greater job satisfaction and a better fit between employer and employee.

4 Types of Workplace Personalities


Go-getters make up the smallest group of workers, but they are also the most likely to be satisfied with their jobs. This group is motivated by challenge and opportunity; they want to continuously improve their skills and grow within their companies. For employers, this means providing go-getters with opportunities to take on challenges and learn new skills. 

Many go-getters are also what Psychology Today contributor Melody Wilding, a professor of Human Behavior, refers to as a “sensitive striver.” While this type gives 100% to their job, they also process information and emotions on a deep level. This combination is part of what makes them top talent, but it can also lead to burnout. Managers attuned to the stress of high achievers can help them translate their effort into success rather than self-sabotage. 


Loyalists are devoted to their employers and place a high value on stability. They are motivated by predictability and routine and prefer to stick with what they know. In the present economy, employers would be unwise to rely too much on loyalists to stick around if the work environment is poor or pay is not competitive. Still, understanding what motivates loyalists can help companies serve this personality type better. 

Employers can improve worker satisfaction for this group when they focus on stability and predictability in their jobs. Additionally, loyalists are often looking for opportunities to move up within their companies, so employers should provide clear paths for advancement.

Career Builders

Career builders are similar to go-getters in that they are motivated by challenge and opportunity. However, unlike go-getters who are looking to grow within their current companies, career builders are always on the lookout for new opportunities—even if that means changing jobs.

For employers, this means offering career builders challenging work assignments as well as opportunities for growth within the company. According to Forbes’ contributor and workplace consultant Heidi Lynn Kurter, the Great Resignation could have been avoided by tending to the needs ocareer builders. 

What motivates them? Here’s what Kurter says tops the list: compensation and pay transparency, job flexibility, a positive work culture, and inclusive policies ranging from dealing with loss to infertility.


Lifers make up the largest group of workers and are defined by their loyalty to their companies. Like loyalists, lifers place a high value on stability and predictability. However, unlike loyalists who are interested in moving up within their companies, lifers are content with remaining in their current positions for the long haul.

For employers, this means offering lifers stable, long-term positions. Staying with a company for your whole career isn’t as common as it once was, and employers shouldn’t take this type for granted. It’s important that employers recognize that lifers also have external opportunities and are choosing to stay with the company at many different points along the course of their career. Make sure lifers feel connected to the company mission and provide them with opportunities to build meaningful relationships with coworkers and superiors. 

No Such Thing as an Average Employee

Above all else, it’s important to remember that not every person is wired the same. Understanding what motivates employees benefits everyone. It helps workers find meaning in what they do, and it helps employers invest wisely in hiring and retaining employees who can contribute to a strong company culture. 

Governor Shapiro Kicks Off Process of Developing First Statewide Economic Development Strategy in Nearly Two Decades

Governor Josh Shapiro, Department of Community and Economic Development (DCED) Secretary Rick Siger, and Ben Kirshner, Chief Transformation Officer, Office of Transformation and Opportunity, took the next step in creating the Commonwealth’s first comprehensive economic development strategy in nearly two decades during a visit to PennAir, a company that helps people in manufacturing and construction with pneumatics, hydraulics, and automation.

Since day one, Governor Shapiro and his Administration have been working to aggressively grow and reignite Pennsylvania’s economy – announcing nearly $1 billion in new private sector investment in the Commonwealth like EMD ElectronicsPrysmian Group North America, and Re:Build Manufacturing creating over 1,400 new jobs and retaining over 5,300 existing jobs statewide in just nine months. In order to reinforce that commitment to economic competitiveness, the Shapiro Administration is developing an innovative and aggressive economic development strategy. The strategy will be an assessment of the Commonwealth’s areas of strength, a clear-eyed analysis of barriers to growth, and concrete goals and initiatives to guide policymaking and investment decisions for years to come.

Read Full Article Here


The Chamber of Business & Industry of Centre County has signed onto the US Chamber’s Coalition letter directed to President Biden

This letter discusses the ongoing labor negotiations between the United Auto Workers (UAW) and the Detroit Three: General Motors, Stellantis, and Ford Motor Company. By lending our voice, we aim to contribute to a balanced and equitable resolution that benefits all. Read the full letter below. 

Dear Mr. President:

The undersigned organizations are concerned by the growing possibility of a strike by the United Auto Workers (UAW) in their negotiations for a new labor contract with General Motors, Stellantis, and Ford Motor Company (Detroit Three). A UAW strike would impose significant hardship on American families and the economy so we, therefore, urge you and your Administration to provide the support necessary to help the parties reach a new agreement by the September 14 deadline.

The Detroit Three are critical to our economy. They produced 4.8 million vehicles in the U.S. in 2022, alongside 3.5 million engines, and 5.6 million transmissions.[1] A 2020 report[2] shows that the Detroit Three are supported by 238,000 employees at 260 assembly plants, manufacturing facilities, research labs, distribution centers, and other facilities across 31 states. They work with nearly 9,700 dealerships, which employ nearly 660,000 U.S. workers. Additionally, every vehicle that rolls off the assembly line of a Detroit Three automaker contains anywhere from 8,000 to 12,000 different components manufactured by over 5,600 U.S. suppliers. Over 690,000 supplier jobs are estimated to be tied to the Detroit Three, which accounts for anywhere from 20% to 70% of their business. This means a strike will quickly impact large segments of the economy, leading to layoffs and potentially even bankruptcies of U.S. businesses. While UAW’s 40-day strike on General Motors in 2019 forced suppliers to temporarily lay off approximately 75,000 workers, every indication is that a strike today would be significantly more severe for many businesses. Indeed, one analysis estimates a 10-day UAW strike could result in economic losses of more than $5 billion.[3]

No one should want a strike. The Administration has already employed its formal and informal convening power in the past year to help parties reach agreements in the freight railroad, West Coast port terminal, and UPS-Teamster contract negotiations. We urge you to lend similar help here and work with the parties to help reach an agreement by September 14.



American Composite Manufacturers Association

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West Virginia

West Virginia Chamber of Commerce


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Campbell County Chamber of Commerce

Stuckey Automotive Purchases Price Motor Sales Dealership

Matt Stuckey, President of Stuckey Automotive, has announced the acquisition of Price Motor Sales, located at 288 Water Street in Cassville, PA.  Price Motor Sales, a Chrysler Dodge Jeep Ram dealer first established in 1943, is owned and operated by Fred and Susan Price.  The dealership will be known as Stuckey Chrysler Dodge Jeep Ram effective September 18, 2023. 

The all-new Stuckey Chrysler Dodge Jeep Ram will mark the sixth dealership under the Stuckey Automotive group of companies.  Stuckey Chrysler Dodge Jeep Ram joins Stuckey Ford and Stuckey Subaru, both in Hollidaysburg, Stuckey GMC in Altoona, Stuckey Ford of Bellefonte, and the newly renovated Stuckey Mitsubishi Super Centre in State College.

The buy/sell transpired when the Price family phoned Matt Stuckey.  Mr. Fred Price stated, “We’ve been dreaming about the next chapter of our lives for a while now.  Before we could act on anything, we had to consider the future of our dealership.  We wanted to find someone who would respect and care for our employees, our community, and our family’s legacy as much as we do.  It turns out we didn’t have to look too far.  We found that someone in Matt Stuckey.” 

Matt Stuckey, President of Stuckey Automotive, replied, “It’s been a lot of fun working with a multigenerational family-owned business, like ours, to bring this deal to fruition.  We are grateful for the opportunity that’s been bestowed upon us.  Stuckey Automotive is now positioned to sell Chrysler, Dodge, Jeep, and Ram products and service those vehicles to a new market here in Central PA.”

Price Motor Sales employs seven sales and service professionals.  “Buying a dealership is one thing.  Retaining a dealership’s talent is quite another.  Fortunately for us, the Price sales and service teams have accepted our offer to join the Stuckey Automotive organization.  This will certainly help to advance our recruiting efforts in the Huntingdon area,” added Samantha Longenecker, Director of Human Resources at Stuckey Automotive.  The Price family will continue to own and operate the Price Motor Collision Repair Center in Cassville. 

Stuckey Chrysler Dodge Jeep Ram will host a Grand Opening and Ribbon Cutting ceremony in the Spring of 2024, at which time the company will announce plans to move the dealership to a new permanent location in Huntingdon.  For more information about Stuckey Automotive, please contact Karen Beauchamp, Marketing Director, at 814.693.4866 or Karen@StuckeyAuto.com.  

About Stuckey Automotive:

Stuckey Automotive, established in 1959 with the founding of Stuckey Ford in Hollidaysburg, is a Duncansville-based dealership that proudly serves the communities in Blair and Centre counties and throughout central Pennsylvania. Collectively, the Stuckey Automotive dealerships serve the Ford, Subaru, GMC, Mitsubishi, commercial vehicle, and used vehicle markets.  A solution for all automotive needs, each dealership offers a complementary service and parts center and access to the Stuckey Automotive Collision Center.  For more information, visit StuckeyAutomotive.com.  

Why Serving Your Community Can Grow Your Business


  • Engaging in community service builds a positive reputation, encourages staff retention and loyalty, and amplifies core values.
  • Serving your community may help you hire and retain employees who are a better culture fit—younger generations of jobseekers want to find fulfillment in their work.
  • When picking partners for community engagement, choose those that align with your company’s core values and areas of expertise.
  • Businesses should be creative in their approach and enjoy participating in projects that get them excited.
  • ~ 645 words / 3.5 minute read

Running a small business requires dedication and time. But have you ever considered the benefits of community service? It may seem like one more thing to add, but research shows that helping your community can actually support your business goals. Serving your community helps boost your reputation, retain top talent, and create a more positive workplace. Keep reading to discover more about the power of giving back to your community.

Change How the Community Sees Your Business
Business owners start up because they want to solve a problem or fulfill a need in the community. However, once you’re up and running, making a profit often becomes the top priority. When this happens, members of the community may see you as someone who is just there to make a buck.

During the COVID-19 pandemic, many businesses and organizations stepped up to serve their community and live out their core values. Entrepreneur magazine reported that during the shutdown, After-School-All-Stars, a national nonprofit that runs after school programs, tuned into the needs of their local communities and started providing meals, distance learning, and mental health support for students and families.

You don’t need an economic crisis to show up for your community. You can demonstrate your company’s values by volunteering as a group or sponsoring an event you believe in. One study found that a whopping 78% of consumers want businesses to take the lead on social issues. In other words, when you invest your time or money into important service opportunities customers take notice. When you give back, people see you as part of the community and are more likely to use your business.

Hire and Retain Employees that Share Your Values
If your business’s number one goal is profit, you will attract employees who feel the same way. Their loyalty will be limited to the next paycheck, and for the most part, they won’t go above and beyond when you need it. However, when your company lives its core values within the community, retention rates will be higher, and you will attract skilled people who want to do more than simply show up.

This strategy is especially important if you hire younger employees. Forbes reported that 83% of millennials said they would be more loyal to a company that contributed to social and environmental issues. They also found that Gen Z, the newest group to enter the workforce, expect their employer to have a purpose beyond profit. Gen Z job candidates even showed they are more likely to read mission statements and value documents.

When you have a company culture that includes giving back, you can attract aspirational employees. These workers want to be connected to something bigger than themselves, and when your business gives them that opportunity, they find more than employment–they find fulfillment.

Pick the Right Partners
Of course, when you choose to do community outreach, it needs to fit with your organization’s core values and areas of expertise. To find opportunities that are right for you and your business, try some of the strategies listed below.

What problems exist in my community today? Whether it’s supporting local schools or animal shelters, find a cause that aligns with your values.
Encourage employees to volunteer during work hours. Maybe it’s just one hour a month, but when employees can give back during work hours they don’t have to choose between serving and time off.

Create a custom plan for volunteering based on what matters to your employees.
Share about the time and investment your employees give on social media or your website. People love feel-good stories and this will help boost the perception of your business.

The Bottom Line
Above all, be creative in your approach and choose projects that get you excited. Your enthusiasm will shine through and make your business memorable in the eyes of your community.