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How Personality Assessment Relates to Performance


Managers' personalities can positively or negatively impact their direct subordinates to varying degrees. Chron notes that management strategies can directly impact the performance of staff, and in so doing can be detrimental to a company's goals. Ideally, management's aim is to try to align those they supervise with the mission and vision of the company, but there are positive and negative ways to go about doing this. Managers must learn how to deal with the "dark sides" of personalities within their departments as well as their own personality issues which might negatively impact those working directly below them. Employees getting a personality assessment can quickly figure out where their problems exist within their management styles and take measures to deal with them before they get out of hand, but this hinges on those employees being informed of the results of such an assessment.

The Challenge of Knowing Oneself

Personality assessment isn't simply some sort of psychological task that can be used for justification of certain behaviors. According to the Society for Human Resource Management, approximately 60% of workers are asked to take scientifically accurate workplace assessment tests. These tests are designed to spot whether the individual fits with the company's goals and how good of a "fit" that person is for the company. Performance management entails informing of individuals within the company of the results of their testing so they can better learn and adapt to the current workplace. By allowing these things to come to light, managers can start working on improving the attitudes and motivation of their subordinates moving forward.

The Benefits of Personality Assessment to Employee Performance

Personality assessments can help to break down a manager's style into smaller bits that can then be looked at and addressed. Concordia University Texas notes that there are a handful of benefits to having employee personality assessment done, and among these include the fit of a personality within the company's culture. In the case of performance management, by finding the right "fit" for an employee, a company can raise their efficiency and even motivate them better to get the job done. Assessments can be done to determine the motivators ("drivers") for the employee's personality type, their reputation regarding their interaction with the rest of the staff in an everyday setting and finally the detractive side or the employee's personality.

Using Feedback to Stimulate Employee Development

While the most general use of assessment testing can be to determine where new employees fit within the company, redoing this sort of testing after a certain number of years can help to better fit the employee into roles that are available within the organization and keeps with the aim of performance assessment. By utilizing the tests to highlight the negative behaviors that can affect both the employee's approach to work as well as his or her interpersonal interaction with others within the company, an organization can help the employee grow as a person and find better ways to engage their talents within the company. The end goal remains to align the employee with the outlook of the company and ensure that their immediate work environment doesn't turn hostile. This feedback can be priceless in achieving the stated goal.

No One is Perfect

Everyone within an organization, whether they are upper management working on SEO Washington, or the new hire, every single person has their own detrimental behaviors which can be harmful to a company’s culture. Finding and dealing with those negative behaviors before they cause an issue within the workplace is the primary goal of regular personality assessment testing. Through this, we can estimate that performance (and thereby productivity) will rise as more positive behavioral attributes are encouraged while the negative traits are dealt with. Informing an employee of his or her negative traits may encourage such an individual to work towards overcoming the barriers erected by these problems. Eventually they can bring their positive behavioral traits back to the office. Through this, individual performance can be improved, and by extension, performance of the entire office as a whole.

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