How Personality Tests Can Help You Build a More Engaged, Productive, and Satisfied Workforce

Imagine a workplace where everyone feels like they belong. A place where their strengths are recognized and their preferences are respected. This is the power of personality tests.

Personality Tests can help organizations create a workplace that is tailored to the individual needs of each employee. By understanding what motivates and drives each person, organizations can create a work environment that is both productive and enjoyable.

According to Psychology Today, 80% of Fortune 500 companies use personality tests to evaluate their employees. The personality testing industry is worth over $3 billion, which shows how important these assessments are for improving organizational efficiency and effectiveness.

How Personality Tests Can Help Organizations

Personality tests can help organizations in a number of ways, including:

Recruitment:

Personality tests can help organizations attract the right candidates for the right roles by assessing their personality traits that match the job requirements. By using personality tests as part of the recruitment process, organizations can reduce the risk of hiring the wrong person for the job.

Improving employee engagement:

Employee engagement is the degree to which employees are actively involved in their work and feel a sense of belonging to their organization. When employees are engaged, they are more likely to be productive, creative, and satisfied with their work. Personality tests can help organizations to improve employee engagement by:

• it helps organizations to understand the reasons why employees are disengaged. For example, an employee who is introverted may be disengaged because they are not given enough opportunities to work independently.
• Creating a work environment that is tailored to the individual needs of each employee
• Providing opportunities for employees to develop their skills and talents.
• Recognizing and rewarding employee achievements. For example, an employee who is motivated by money may prefer a monetary reward, while an employee who is motivated by recognition may prefer a public shoutout or a promotion.

Increasing productivity:

Productivity is the amount of output that an employee produces in a given amount of time. When employees are productive, they are able to get more work done in less time. Personality tests can help organizations increase productivity by:

• Matching employees with the right job.
• Providing employees with the training and resources they need to be more productive.
• Creating a work environment that is conducive to productivity.
• Setting clear goals and realistic expectations for employees. Managers will be able to set goals that are challenging enough to motivate the employees, yet attainable.

Retaining top talents:

Top talents are employees who are highly skilled, motivated and have the potential to make a significant contribution to the organization. Personality tests can help organizations retain top talents by:

• Understanding what motivates and engages top talents.
• Creating a work environment that is rewarding for top talents.
• Providing top talents with opportunities for advancement.
• Recognizing and rewarding top talents for their achievements.

Leadership development:

Personality tests can help managers develop their leadership skills by providing insights into their individual personality traits and how these traits influence their leadership style, communication proficiency, decision-making approach, and conflict-resolution strategies.

Specifically, personality tests can help managers:

• Gain?increased self-awareness?and?emotional intelligence. By understanding their own personality traits, managers can better understand how they interact with others and how their own behavior affects others. This can help them become more effective leaders.
• Develop?empowered leadership. By using the knowledge gained from personality assessments, managers can become more confident and effective leaders. They can learn how to leverage their strengths and weaknesses to create a more positive and productive work environment.

How to Use Personality Tests Effectively

In order to use personality tests effectively, organizations need to take the following steps:

• Choosing the right personality test

There are many different personality tests available, such as the Myers-Briggs Type Indicator (MBTI), the Big Five Personality Test, and the DISC Assessment. Each test has its own strengths and weaknesses, and measures different aspects of personality.?

• Administering the test properly

To get accurate results you have to administer the test properly. This means following the instructions carefully and providing a distraction-free environment for the test taker. The test taker should be informed about the purpose and benefits of taking the test, as well as the confidentiality of the results. The test taker should also be encouraged to answer honestly and spontaneously, without overthinking or trying to manipulate the results.?

• Interpreting the results correctly

Interpret the results correctly in order to make informed decisions about employees. This means having a qualified professional interpret the results and provide feedback to the organization. The professional should be able to explain what the results mean, how they relate to the organization's goals and challenges, and what actions can be taken based on them.

• Using the results to improve the organization

Finally, the results should be used to improve the organization. This could mean making changes to the work environment, the job descriptions, or the training programs based on the results.?

Conclusion:

Personality tests can be a valuable tool for organizations that want to improve employee engagement and productivity. By understanding each employee's personality, organizations can create a work environment that is more comfortable, engaging, and productive for everyone. Thank you for reading, and remember what Aristotle once said:

"Knowing yourself is the beginning of all wisdom."

Resources?

• Harvard Business Review, by Tomas Chamorro-Premuzic

?and Dave Winsborough, March 2015

• ?Portland Community College, September 2016
• Management and Organizational Behavior, by Mullins
• Indeed.com