How Personality Tests Transform Workplaces

Jun 2, 2024
9 mins to read
How Personality Tests Transform Workplaces

Discover how personality tests can enhance team dynamics, improve communication, and boost productivity in the workplace. Unlock your team's full potential today!


Did you know that 89% of Fortune 500 companies use personality tests during the hiring process? These tests have now become the new work necessities that can help realize the individual traits and strengths of a person to employ them for the best use. The knowledge of diverse personalities among the members of your team becomes more important than ever in such a fast, evolving environment of work. They give insight into individual strengths and weaknesses and individual working styles. Hence, a more harmonious and effective working environment is brought about through these tests. 

In this blog, we will explore the world of personality tests. Be it a manager trying to make the optimum out of your team's performance or be it an employee who seeks betterment, knowing about the various personality tests will unlock a new level of potential - in your professional life.

Understanding Personality Tests

What are Personality Tests? 

Personality tests are standardized devices of psychology in evaluating the different facets of personality, character, behavior, and temperaments of a person. These may be as simple or as complex and scientifically validated as other tools, which start with self-report questionnaires. A few popular ones include the MBTI, the Big Five Personality Traits, and the DISC Assessment. All of these tests provide insight from entirely different angles into the way individuals see the world, decide on things, and interact with others.

Why Are They Used in the Workplace?

Improving Teamwork: The knowledge about different personality traits of the workforce helps the managers make a much more rounded and complete team. Personality testing helps gain understanding of the strengths that can be paired and weaknesses that could cause friction to form teams more strategically and achieve better teamwork.

Better Communication: There is better communication because different personality types exhibit various modes of communication. The use of personality tests makes these differences known, and therefore, team members, by adapting their communication styles, can easily relate to colleagues. This brings fewer misunderstandings and an efficient exchange of ideas.

Optimization of Job Fit: Matching the right personality traits to the specific job role can make a tremendous difference in job satisfaction and, more importantly, job performance.

Supporting Personal Development: Personality tests will inform employees about their weaknesses and strengths. It is possible to use the self-awareness that comes with such tests to inform personal and professional development when it comes to setting up goals intended to improve one's skills to attain career advancement.

Facilitating Conflict Resolution: Understanding differences in personalities facilitates better conflict management. The moment the team members value their perspectives, it is easy to overcome disagreements and come up with beneficial solutions.

Overview of Popular Personality Tests

Myers-Briggs Type Indicator (MBTI)

Probably the most popularly known tool for assessing personality is the Myers-Briggs Type Indicator. The test puts people in one of 16 different personality types based on four dimensions:

  • Extraversion, I vs. Introversion, I:  Seeking an orientation towards the outside instead of the inner world.
  • Sensing vs. Intuition: An explicate information vs. B abstract concepts.
  • Thinking [T] vs. Feeling [F]: Approaching decisions primarily with logic rather than values and feelings.
  • Judging (J) vs. Perceiving (P): Preference for a structured lifestyle vs. a flexible, adaptable approach. These combos, he said, yield 16 personality types-from: the INTJ-I, Introverted, Intuitive, Thinking, and Judging, to the ESFP-one that is Extraverted, Sensing, Feeling, and Perceiving.

Each has its strengths and weaknesses and some preferred ways to interact with the world. For more detailed information on the MBTI and to explore its applications, visit the official Myers-Briggs website.

Big Five Personality Traits

Otherwise known as the Five-Factor Model, it offers a framework of personality. These traits define five dimensions of personalities that seem to capture most human personalities:

  • Openness: Reflects openness to new experience and adventure; they appreciate art, ideas, fantasy, and fascination.
  • Conscientiousness: That one is organized, responsible, and detail-oriented.
  • Extraversion: Sociability, assertiveness, and need to experience positive emotions.
  • Agreeableness: Altruism, kindness, and cooperativeness.
  • Neuroticism: These individuals are the emotionally unsteady, anxious, and moody cases. Such features, consequently, lead to an individual's personal profile about likely strengths and weaknesses.

The Big Five model is, thus, very pragmatic both in psychological research and at the workplace since it is stable and empirically backed. To learn more about the Big Five Personality Traits and take a test yourself, visit Big Five Test.

DISC Assessment

The DISC Assessment is a behavioral assessment tool. It focuses on four primary personality traits: Dominance, Influence, Steadiness, and Conscientiousness.  According to the DISC model, all people could be divided into four categories depending on their tendencies:

  • Dominance(D): is result-oriented, confident, and assertive.
  • Influence (I): Emphasizes social interaction, enthusiasm, and persuasiveness.
  • Stesteadiness (S): It shows patience, consistency, and loyalty.
  • Conscientiousness(C): Attentive to detail, analyze, and ensure accuracy.

To dive deeper into the DISC Assessment and take the test yourself, check out DISC Personality Testing

Benefits of Using Personality Tests in Remote Workplaces

Personality tests do much more than offer personal insight; they confer many benefits when applied in the workplace, especially in a remote setting. It might create a more harmonious and productive work environment to know the type of personalities within a team.

Enhanced Team Dynamics

With the aid of personality tests, managers can get a grip on the individual strengths and weaknesses of each worker. This is probably more so when they are in a remote work scenario where face-to-face interaction is less frequent. 

Enhanced communication

Different personality types communicate differently. It is possible to know an individual's preferred way of communication by identifying his or her style; different organizations tailor communication strategies in recognition of this fact.

Increased Productivity

They can, therefore, be more productive even while working remotely if they are aware of their own and their coworkers' personality traits. 

  • Such tests can reveal what kind of environment is the most appealing to this or that type of person for working in.
  • Managers can, therefore, easily create conditions for out-of-office workers to thrive. 

Optimized Job Fit

Matching individuals with the right roles is very vital for the organization. In remote settings, sometimes this might be the exact opposite of what it would be in a traditional setting. 

  • A company can determine the ideal person for a specific role in a remote environment by basing its hiring on personality tests, ending in greater job satisfaction, which will translate into less employee turnover.

Potential Challenges & Ethical Considerations 

Although personality testing has a lot to offer in the workplace, there are several potential pitfalls and ethical concerns that have to be recognized and understood so that any testing done is fair and effective.

Accuracy and Reliability

Among the most significant issues is the reliability and validity of the personality test. Not all tests are created equal; some are not scientifically validated, or results are unreliable. 

Misinterpretation of Results

Personality tests can be complex, and if the manager is not adequately trained on the test, then misapplication may result because the results are improperly interpreted. 

Privacy Issues

It raises much concern regarding the privacy of using personality tests. Employees may be uncomfortable with providing personal information and even fear potential misuse of their data. 

Over-Dependency on Test Results 

It can, however, be a problem if too much emphasis is placed on the results of personality testing. That is, this should be one of the many tools used in the decision-making process concerning hiring, promotion, or team assignments and not the sole determinant. There may also be an issue of misinterpretation whereby results may not be taken as guides but rather absolute truths, thus making vital decisions based exclusively on results from these tests. In other ways of gauging these skills and traits-and, human judgment also plays a significant role

Useful Tips!! 

Implementing personality tests in the workplace can bring numerous benefits, but it's essential to do so thoughtfully and strategically. Here are some practical tips to ensure successful integration:

1. Choose Reputable Tests

Select personality tests that are well-researched and validated. Popular options include the Myers-Briggs Type Indicator (MBTI) & Big Five Personality Traits. Each of these tests offers unique insights and can be suitable for different purposes.

  • 16Personalities – Provides a detailed MBTI-based test with modern interpretations.
  • Truity – Offers various personality tests, including the Big Five, DISC, and Enneagram. 

2. Define Clear Objectives

Before you give personality tests, clarify what you want to achieve. Do you want people to work more effectively together? Do you want them to communicate better? Do you want better leaders? This will help you choose the proper test and to use the results correctly.

3. Integrate with Other HR Processes

Personality tests should supplement the rest of the human resource processes in place, including performance reviews, professional development, team building, and so on. Make use of the insights that are gained to personalize training programs, put together teams well, and make better engagement possible.

4. Use Results for Development, Not Judgment

Use personality test results not to label or limit but instead to support the personal and professional development of workers. Have them use insights on their personality to understand their strengths and areas for growth in a culture of continuous improvement.

5. Create an Inclusive Environment

The results of these personality tests can be used to foster diversity and inclusion by helping people understand and appreciate their different personality types. Openly those results assessors were willing, or able, to disclose.

Ready to elevate your workplace management? Book a demo call and discover how Litespace can streamline your workplace!
Anamika Rajeev
Anamika Rajeev

Anamika is a Marketing & Content Intern at Litespace with a background in consumer behavior, marketing and content creation. With a keen understanding of consumer behavior and a knack for creative content creation, Anamika strives to create compelling narratives that resonate with customers on a deeper level. 

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