What Personality Assessments Can Tell You About Your Employees
Personality assessments offer a window into the behavioural preferences that shape how your employees behave at work and provide valuable information to help you support your employees' growth and well-being.
Using the HUCAMA Personality Factors model, this blog will explore what personality assessments can reveal about your employees and how you can use this information to drive success in your organisation.
So, what exactly can personality assessments tell you? Well, personality assessments provide you with insight into an employee’s preferred:
Roles and Tasks
Personality assessments provide a comprehensive view of an individual’s preferred way of working, helping you to understand which roles and tasks may suit them best. For example, those with a stronger preference for Structure tend to be methodical, disciplined, and orderly and are therefore likely to thrive in roles with clear guidelines and logical procedures. In contrast, those with a disinclination towards Structure prefer flexibility and spontaneity and may feel more comfortable in dynamic job roles with less emphasis on the finer details. Understanding these preferences allows managers to align the role or tasks with an employee’s natural inclination, enhancing both job satisfaction and efficiency.
Communication Style
An awareness of people’s preferred communication style helps managers to effectively tailor their messages and better understand their employees’ likely interactions with each other. For instance, individuals with a strong preference for Directness may be inclined to articulate information in a clear and firm manner, prioritising efficiency and clarity. On the other hand, those who dislike being Direct may favour a more diplomatic approach when communicating their ideas to minimise potential conflict. Furthermore, considering an individual’s Empathy will provide insight into how likely they are to consider others’ feelings when communicating. Employees who tend to be Empathetic are likely to be attuned to the emotional impact of their words, ensuring their messages are not only heard but also well received.
Approach to Change
When navigating organisational change, it’s important to consider how different employees may approach and adapt to these transitions. Their scores in the Change Orientation facet can offer valuable insights into whether an individual is likely to embrace or resist change. Those with high Change Orientation scores are typically more open and adaptable to change, requiring less effort to get them on board with new initiatives. Conversely, those with lower scores may require more time and support to adjust. Recognising employees' preferred approach to change allows managers to guide their teams more effectively through transitions, ensuring a smoother and more cohesive change process.
Team Environment
Every person has a different preference when it comes to interacting with others and this can impact the type of environment in which they will work best. For instance, individuals with a preference for Interaction are likely to thrive in social situations and actively seek out collaborative work. This means they may prefer busy work environments where there are lots of opportunities to discuss and collaborate with the team. In comparison, employees who prefer working independently may seek out quieter environments where there is a limited amount of Interaction required with the rest of their team.
Leadership Style
When it comes to leadership, there is no one-size-fits-all. Therefore, it’s important to understand how an individual prefers to behave in a leadership position. For example, some leaders may prefer to avoid confrontation and allow others to take the lead, whereas those with a strong preference for Influencing people may adopt a more dominant and assertive leadership style. Acknowledging the strengths and potential limitations of each leadership style in different situations encourages current or aspiring leaders to be aware of how they lead their team and where they can continue to develop.
It is important to note that personality assessments measure an individual’s preferences, not their ability. While these preferences do influence behaviour, they don't dictate it entirely. People can act in ways that differ from their natural preferences, but doing so often requires more effort and can be challenging. This is especially true in situations when extreme preferences are at play as these tend to have more of an impact on a person’s behaviours.
Knowing these preferences can be incredibly valuable for understanding your employees and creating a workplace where everyone can thrive. So, if you want to better understand your employees and learn how to get the best out of your team in the workplace, then start using personality assessments today.
You can find out more about the HUCAMA Personality Factors assessment on our website, or feel free to contact us if you have any questions about integrating personality assessments into your organisation.
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