How Every DISC Type Responds to “What Did You Accomplish This Week?” Emails

Earlier this year, the Department of Government Efficiency (DOGE) sent federal employees an email asking them to list five things they did last week. On the surface, it looked relatively harmless. Yet the email took on a life of its own on social media, sparking conversations about productivity, accountability and whether check-ins like these cross the line into micromanaging.

Now, you might think responding to a “what did you accomplish” email sounds simple. Just list off three, five of whatever things you did this week. Easy peasy. Well... not for everyone. Turns out, how people respond to a question like this can reveal quite a lot about their personality type. And if you’re familiar with the DISC personality framework, this is where things get really interesting. 

The DISC framework sorts people into four main types based on their behavior in the workplace. It can help explain why Susan from marketing writes a novella in response to this email, while Mike from accounts simply replies with “same as last week?” 

Drive Types, The Go-Getter 

Drive types are all about action, results and big wins. These are the colleagues who naturally take charge and clear obstacles out of the way, either by “just doing it” without having drawn-out discussions first, or by motivating the people around them to move faster and aim higher. They’re comfortable making quick decisions and tend to be direct in their communication. If you think of leaders like Elon Musk or Sheryl Sandberg, you get a sense of what this looks like in practice.

How they respond to a “what did you accomplish” email:

Direct and to the point. You’ll get a no-fuss, bullet-style response that focuses on tangible accomplishments rather than the nuanced details:

• Closed a deal with X client worth $300k.
• Delegated Project Y workflow to team leads. 
• Finalized Q4 strategy plan.

Is it the right check-in for this type?

Yes—of all the DISC types, Drives will be the least phased by having to report what they did, specifically and based on metrics. Their biggest challenge may be landing on the top three accomplishments. Consider tweaking the email to ask “What’s the top success of this week?” or “Of the three main tasks you accomplished this week, which had the biggest impact on our goals?”

Influence Types, The Connectors

For Influence types, work is about the relationships they build in order to get things done. Their enthusiasm and sunny disposition make them excellent team players and they have a knack for getting people on board with their plans. These are the colleagues who energize meetings, build networks and keep morale high. Think of leaders like Richard Branson or Oprah Winfrey for a sense of this style.

How they respond to a “what did you accomplish” email:
Expect a lively, winding update, often more narrative than bullet points, and rarely linear:

• Kicked off a brainstorm session with the team, and wow, the energy was amazing! We ended up with ten campaign ideas—some wild, some actually doable. I think the “Throwback Thursday” campaign could really land, especially if we get marketing involved early.
• Helped onboard the two new hires—James (who used to run events at that non-profit I mentioned last week) and Priya, who’s just moved here from Toronto. Made sure they met everyone on the team, and we grabbed coffee to talk through their first impressions. They both have great ideas already!
• Spent a lot of time this week smoothing things over with the client after last week’s hiccup. Lots of back-and-forth, but I think we’re in a good place now. They even mentioned how much they appreciated the quick responses and the extra effort to keep them in the loop.

Is it the right check-in for this type?

Mostly yes—Influence types appreciate recognition and the chance to share collaborative wins, but may prefer a format that allows for storytelling or shout-outs. Consider asking, “Which team effort made the biggest difference this week?” or “Who did you collaborate with to achieve your goals?”

Support Types, The Steady Helpers

Support types are the dependable, detail-oriented teammates who keep everything running behind the scenes. They’re not flashy or showy about their accomplishments, but their dependability and consistency are clear when you look. Patient and loyal, they prefer harmony over conflict and make sure no team member gets left behind. Satya Nadella, CEO of Microsoft, is likely an example of this type. 

How they respond to a “what did you accomplish” email:

There’s a good chance their responses will be humble and understated, to the point where it doesn’t seem as if they have accomplished much. Support types are reticent to sell themselves, and may struggle to identify personal wins over the contributions they made to help the team:

• Helped coordinate schedules so everyone could attend the project meeting.
• Checked in with teammates to see if anyone needed extra support on deadlines.
• Made sure all project files were up to date and accessible for the group.

Is it the right check-in for this type?

No. While Support types appreciate clear expectations, they may find direct requests for individual accomplishments confrontational, like they are being put on the spot. They may prefer from team-wide prompts that focus on collective progress, allowing them to highlight contributions without singling themselves out. 

Clarity Types, The Analysts

Clarity types are the team’s quality control. They approach tasks in a precise, analytical way, and thrive on accuracy and well-defined expectations. These are the colleagues who double-check the date and ensure every “i” is dotted and every “t” crossed. They value logic over emotion and prefer to work independently, consistently producing (and demanding of others) high-quality, reliable work. Think Bill Gates or Hermione Grainger  for examples of the Clarity type.

How they respond to a “what did you accomplish” email:
Expect a methodical, carefully organized response. Clarity types will likely break down their week into specific tasks, often referencing data, processes or measurable outcomes:

• Reviewed and updated Q2 compliance documentation; corrected three discrepancies.
• Analyzed customer survey data and prepared summary report for leadership.
• Developed new workflow checklist to improve accuracy for next month’s rollout.

Is it the right check-in for this type?

Mostly yes. Clarity types appreciate clear, structured requests and are comfortable listing specific outcomes. However, they may spend far too much time ensuring their response is the right response, meaning it aligns with what their boss wants and needs to hear. To get the best results, consider guiding them more specifically on the question so they know exactly what’s expected (“what progress was made on project A this week?). You might also make it clear that this exercise is intended to be a quick snapshot of what they’re working on, not an exhaustive report or a test of perfection.