Basic Employee Personality Traits And How To Use Them
The framework below can be used for many different assessments of staff and their performance, not least of which is its relevance for the correct recruitment of personnel.
There are 5 basic traits which link directly to performance, effectiveness and efficiency.
- Open to experience/closed to experience; this sector ranges from being open to new experiences and imaginative to being less open to new experiences, narrow-minded, and unimaginative. This can predict responses to training in the future and actual performance.
- Conscientious/disorganised; from being well-organised, focused on targets, goals, and deadlines, dependable and good at paying attention to detail to being impulsive, disorganised, and less detail-focused. Predicts performance across most jobs and organisational settings.
- Extroverted/introverted; from being outgoing and good at dealing with people (managers tend to be more extroverted than the average person) to being less outgoing and comfortable in own company or that of their close friends. Predicts performance for some jobs – sales, for example and some areas to avoid, accounts for example.
- Agreeable/tough-minded; from being usually good-natured, keen to co-operate with others, careful to avoid conflict, easy to get on with, and not argumentative to being unfriendly, strong-willed, and not averse to conflict. Nice to have at work and can be useful in customer-facing roles but the less reliable indicator of how someone might progress and develop within an organisation.
- Neurotic/stable; from having a tendency to experience negative states such as anger, anxiety, and guilt, to being stable, rarely upset, and typically calm. This sector can be used to very accurately predict poor job performance.
Whilst no model of analysing and assessing staff traits and performance can ever be 100% reliable the model can give a valuable insight into the thought processes and attitudes of staff and the roles in which they find themselves.
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