How Different Personality Types Adapt to a Hybrid Office Setting

Productivity is key to driving business growth and staying ahead of the competition. With the rise of hybrid work, it has become increasingly difficult for managers to ensure that everyone is on board and completing their tasks on time. While some employees thrive in this new setup, others struggle to even open a PDF. Why do employees perform differently? By assessing personalities in the workplace, it's possible to adopt a hybrid model without sacrificing team spirit or motivation.

Hybrid work arrangements influence employee performance

Hybrid work has left some managers feeling frustrated because while some employees perform well in a hybrid setting, others become unproductive and unmotivated.

Some level of unproductivity is seen as a minor issue, but sometimes it becomes a reason for managers to distrust employees and start controlling and micromanaging them.

Microsoft found that “85% of leaders say the shift to hybrid work has made it challenging to have confidence that employees are being productive.”

Why do some employees excel and others fail, even if they are in the same job role and follow similar processes? The answer partly seems to lie in their personalities. Your character, temperament, and communication skills influence your work ethics.

Measuring employee personality

It is possible to measure employee personality, as most people have different temperaments and values. Behavioral scientists and psychologists have designed various personality tests that can be used to determine your personality type. It is not uncommon for HR to use a matrix during the recruitment process to ensure they are hiring a good fit.

One of the most famous tests is the DISC test, which is based on four different colors: red, green, yellow, and blue. These are linked to traits such as dominant, compliant, influential, and steady.

Another notable option is the Myers-Briggs test, a theory developed by Katharine Cook Briggs and her daughter Isabel Briggs Myers, based on the works of Carl Jung. By combining eight different indicators, a total of 16 different personality types have been created. Traits like introversion and decision-making are taken into consideration, to name a few. This theory has received some criticism but is commonly used.

Last but not least are the Big 5 personality traits, which show substantial statistical significance and have gained broad recognition. The personality test has been shown to predict job performance effectively and consists of five personality dimensions:

Extraversion
Agreeableness
Conscientiousness
Openness to Experience
Emotional Stability

Extraversion is enjoying a high level of social interaction and feeling energized by others. Agreeableness is linked to your ability to get along with colleagues, and conscientiousness is linked to grit and being meticulous at work. Openness is a trait which is the opposite of being conservative and always wanting to have it your way. Emotional stability means having an even temper and not making any unpredictable decisions which can baffle your colleagues and customers. Of all these examples listed above, conscientiousness is said to be the most important trait for high-performing people.

Which Big 5 personality traits increase job performance?

Employers with a high level of all these personality traits are most likely to enjoy almost any setting, both in a remote workspace and the physical office. The most important factor is said to be conscientiousness, since it involves being organized, reliable, self-disciplined, and independent. Individuals high in this trait also usually have good problem-solving skills and do not give up easily when times get tough.

People who are social, outgoing, and talkative usually enjoy surrounding themselves with like-minded peers and thrive in a dynamic office setting. They are more likely to suffer from loneliness and social isolation when working remotely. Less emotional support negatively affects their work ability.

When working remotely, another useful personality trait is emotional stability, which involves having a somewhat calmer demeanor and better handling of stressful situations. Someone with emotional stability is less likely to suffer from anxiety, anger, and depression. When other co-workers and managers are not around, you need to self-regulate and handle problems on your own.

To sum it up, being calm and stable, independent, and organized are the best traits to look for in a remote worker.

How about openness? That must surely be a relevant personality trait when trying out the new and trending hybrid work model? It is said to have some importance for succeeding as a hybrid worker, but it did not have the same level of impact as extroversion or conscientiousness. However, it is quite an important trait overall, since creativity and collaboration require a higher level of openness. To be at the forefront, companies need to embrace innovation and attract creative thinkers who come up with new solutions for growth.

Openness is especially important when you are trying out new work processes and adjusting to a new work culture.

Agreeableness is the last feature in the Big 5 personality traits, but it does not hold as great significance for hybrid work compared to the other factors. High agreeableness, however, is a great personality trait across the board, which simplifies cooperation with others and reduces conflicts at work.

How to accommodate different personality types in the hybrid office

Hiring employees with a high level of conscientiousness, agreeableness, and emotional stability is usually the best solution in the hybrid office. All people come with different skill sets, and it can be hard to find someone who ticks all the boxes. It also depends on the job role; a salesperson might not have the same mindset as a software developer.

The goal is ultimately to cater to your current employees and offer a work environment that suits everyone's needs.

Extraversion

An outgoing person might want to switch between remote and in-office work more frequently. Work processes that favor their work style make them feel more energized and motivated, since they would not appreciate fully remote work settings.

At Flowscape, we have simplified desk booking, which creates a seamless transition between the home office and office desk. With the help of an app, employees can book a desk in advance. They are also able to locate colleagues in the building and get together with them for a brainstorming session or to get some moral support during the day. Sharing your ideas out loud with another motivated individual can get the creative juices flowing.

We have also made it easier to book meeting rooms in advance, which is a big plus when you need to do complex problem-solving that requires everyone’s presence.

Openness to experience

Individuals who demonstrate less openness in the workplace can be tough cookies. The answer is being proactive and improving onboarding processes. People are reluctant to change if they don’t see what’s truly in it for them.

Team briefings, proper training, and 1:1 meetings can motivate even the most conservative employee. And don’t forget to appreciate that they might have other things to offer, such as critical thinking, loyalty, and experience.

Conscientiousness

People with a high level of conscientiousness will most likely excel in the workplace. The most important thing you can do as a manager is not to take their efforts for granted. Even the most independent person can feel unmotivated if the workplace is too chaotic, and they don’t feel seen and heard.

Well-established work processes and regular check-ins are the antidote to unambitious teams. In a hybrid work setting, it is especially important to have an efficient project management tool, time registration software, and a code of conduct.

Activity-Based Working and Personality Types

Individuals with an open mind are more likely to enjoy an activity-based office where you can move around to pick a suitable workspace, depending on the task you are working on. A change of scenery does wonders for creativity. By designing different spaces with a wide range of seating and layouts, employees will feel more inspired.

Taking action is the best way to optimize team member performance

As a manager, it is easy to resort to micromanaging and even letting people go if productivity is too low in the hybrid office. The good news is that it is fairly simple to identify different personality traits and adapt hybrid work processes accordingly.

Being able to switch between the home office and physical office should be made possible so that everyone can be the best version of themselves. Acknowledging and supporting remote workers with smooth online communication tools and streamlined task management is also important. What works for a struggling employee is usually good for the whole team.

Want guidance on how to set up your hybrid office for success?

Feel free to schedule a meeting with one of our product experts to learn more about our solutions and how technology can help you streamline your office processes without interfering with employees' day-to-day work.