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Personality has a huge impact in the workplace: from a first impression during the interview stage, to everyday interactions, to giving and receiving performance feedback. In a survey by global learning institute Hyper Island, 78% of respondents rated personality as the most important criteria when hiring someone, voting it even more important than a potential candidate’s skill set. The research found that people with a certain IQ level who also displayed personality traits such as an openness for change, persistence, curiosity and social engagement would likely fit into any team or department within a company. It has such an undeniably large role to play that it’s increasingly important in modern workspaces to acknowledge differences in personality.
When introducing 360-feedback — meaning managers are also receiving more feedback — it’s important to be aware of your personality type and how it affects the way you respond to insights from your team. Not everyone is going to respond to feedback in the same way: how they receive it will be largely impacted by their personal characteristics, and it is key to be aware of this. As a manager, it’s important to make sure that everyone feels recognized and valued. In order to build and maintain good working relationships with your team, the key is not always to treat them in the way you would personally prefer.
When it comes to one-on-one relationships with employees, it’s most effective to consider people’s individual personalities and values and adapt your behaviors to align with them. This is where one-on-one meetings and post-feedback followups can really come in useful and allow you to connect with employees.
See also: How should continuous feedback affect compensation decisions?
Speaker Allison Mooney outlines the four personality...