How important is the power of personality for building better relationships at work? According to the research, it can be a deal breaker when it comes to success. Managers and employees alike are becoming increasingly aware of how personality alignment and mismatches can affect team dynamics for better or worse. There are more tools than ever for tapping into the potential power of personality, but the key is in the way employees and organizations use them. 

Behavioral Assessments on the Rise

To learn more about the personality traits of job candidates and employees, organizations are turning to more and more towards behavioral assessments for insight. These assessments allow interviewers to understand a candidate beyond a wordsmithed resume and prepared performance in a standard interview. 

Beyond screening candidates prior to hiring, these types of assessments can spur important reflections throughout employment. As a recent article in Quartz explains it, “Self-reflections prompted by personality tests form a guide to each employee’s approach to the world. This knowledge is key for optimizing employee satisfaction and productivity—which really should be happening at the individual level.”

It’s that last takeaway that’s key when considering one-on-one relationships between managers and employees. No two working relationships are the same, or as Psychology Today puts it, “The alchemy between you and your boss is unique versus the relationship your colleagues’ share with that person.” Once personality traits of both people have been identified through an assessment tool, digging into the results can inform the way teammates work together and motivate each other.

Here are some steps towards building better working relationships at work by understanding personality at an individual level: 

Find the Time

Things like behavioral assessments and self-reflection take time. If organizations are interested in the benefits associated with these tools, they need to make a commitment of resources to make it happen. On an individual level, employees and managers can start to building better relationships by setting aside one-on-one time. These meetings can be an opportunity to discuss pain points on a project or just to learn more about each other on an interpersonal level. 

Be Honest

To some managers, boosting employee engagement means giving more vocal shout outs for a job well done and calling it a day. However, no two employees are motivated in the exact same way. What’s worse than a manager motivating an employee in a way that doesn’t work for them? Having it happen multiple times and never speaking up about it! To create a lasting relationship built on mutual respect, it’s important for employees to speak up and make their work preferences clear.  

It’s a Two-Way Street

At the end of the day, managers and employees are all just human beings. In truth, it’s a challenge balancing the variety of responsibilities and personalities that make up a thriving workplace. While tools like behavioral assessments are valuable in identifying traits and spurring self reflection, everyone in the organization can take small steps to improve their interpersonal relationships in order to achieve success together.

Interested in learning more about your individual personality traits and motivations? Sign up for our digital platform, Aha!, to take our MyPrint behavioral assessment today: