Nature of Individuals

1. Openness to experience

Individuals with openness to experience are generally very active, have a tremendous
inclination towards creativity and aesthetics and listen to their heart i.e. follow their
inner feelings. Such individuals are generally open to new learnings, skill sets and
experiences.

People who score high on openness are quite broadminded and modern in their
outlook as compared to individuals who score low on the same parameter. Such
individuals are conservative, reluctant to changes and have a traditional approach in life.

2. Conscientiousness

As the name suggests, individuals with a Conscientiousness personality trait listen to

their conscience and act accordingly. Such individuals are extremely cautious and self
disciplined. They never perform any task in haste but think twice before acting.

People with this personality trait are generally methodical and tend to become
perfectionists in the long run.

People who score high on conscientiousness are proactive, goal oriented and self
disciplined. They strive hard to accomplish goals and objectives within the stipulated
time frame. Individuals who score less are little laid back and are not much goal
oriented.
3. Extraversion and Introversion

Carl Jung popularized both the terms - “Extraversion” and “Introversion”.

a. Extraversion: Extraversion refers to a state where individuals show more

concern towards what is happening outside.

Such individuals love interacting with people around and are generally
talkative. They do not like spending time alone but love being the centre of
attraction of parties and social gatherings.

Such individuals love going out, partying, meeting people and often get bored
when they are all by themselves. They admire the company of others and hate
staying alone.

b. Introversion: Introversion, on the other hand refers to a state when an individual

is concerned only with his own life and nothing else.

Such individuals do not bother about others and are seldom interested in what
is happening around. They prefer staying back at home rather than going out
and spending time with friends.

Such individuals speak less and enjoy their own company. You would never find
them in meetings, clubs, parties or social get-togethers. They generally do not
have many friends and tend to rely on few trusted ones.

4. Agreeableness

Agreeableness is a personality trait which teaches individuals to be adjusting in almost

all situations.

Such individuals do not crib and face changes with a smile. They accommodate
themselves to all situations and are friendly and kind hearted. People who score high on
agreeableness are ready to help others and flash their trillion dollar smile whenever a
problem arises.

Individuals who score low on agreeableness on the other hand find difficulties in
adjusting with others and are little unfriendly.
 5. Neuroticism

Neuroticism is a trait where individuals are prone to negative thoughts such as anxiety,
anger, envy, guilt and so on.

Such individuals are often in a state of depression and do not know how to enjoy life.
They always look at the negative sides of life and find extremely difficult to cope up with
stress.

People in the Workplace

1. The analyst

An analyst is a neat and organized employee, who prefers to work within a designated
structure. They have determined their best working methods and like to maintain them.
Consistency is important to an analyst and unannounced changes that disrupt their ideal
approach to the day may cause conflict.

When working with an analyst, it's important to discuss any changes to their routine in
advance. By providing advanced notification before any modifications of their responsibilities or
procedures, you provide time for the analyst to determine their preferred approach to
accommodating the changes, so it can be minimally disruptive.
2. The climber

A climber is an ambitious member of the team who is often eager to advance their career as
quickly as possible. This can be beneficial around the office, as they are often willing to take on
additional work in order to make a positive impression. It may be important to monitor other
staff members' reactions to a climber to ensure they are not generating discomfort from other
employees who may feel the climber is too self-interested.

While employing a climber can be beneficial to the company when they pursue their
advancement ethically, it is also important to monitor how the climber is attempting to go
above and beyond expectations so that they don't undercut other employees, which can lead
to conflict that may harm overall productivity.

3. The illusionist

Identifying an illusionist requires you to be diligent and observant of your staff, as their goal is
to portray themselves as a preferable personality type. An illusionist excels at making it appear
that their contributions to a project are larger than is actually the case, by giving their
responsibilities to others and seeking shortcuts with their own work, then claiming
responsibility for the final product.

Having an illusionist on your staff can damage morale, as other employees may have to work
harder to pick up the extra work. By tracking the work each employee is doing, you can identify
when a staff member is not doing their fair share and attempting to shield that fact. By
addressing this and improving their performance, or removing them from the staff, you can
maintain overall happiness for your staff and raise performance levels.

4. The individualist

Individualists are at their best when given the freedom to pursue a project on their own. Even if
an individualist is working as a part of a team, they will often prefer to handle their specific
responsibilities in their own way. Individualists also often prefer a hands-off approach to
management, allowing them to work how they prefer and you to judge them based on the
results of their work.

An individualist who understands how they operate at their best can be a tremendous asset to
a company, as they deliver high-quality work without requiring a great deal of management's
time. If an employee prefers working solo but their results are not meeting standards, you may
offer closer oversight or time working alongside a more experienced staff member to help them
develop their skills until they can meet your standards with their preferred approach.
5. The motivator

A motivator is a high-energy employee who often considers themselves a leader. They believe
in pushing themselves and others to accomplish as much work as possible. Sometimes this can
lead to the motivator overstepping boundaries and offering motivation the recipient did not ask
for and does not believe is helpful.

It's important to manage a motivator carefully, but they can be extremely helpful. While it's
important to make sure other staff are not being pushed too far out of their comfort zone, the
motivator can be helpful in increasing the productivity of their coworkers.

6. The people-pleaser

A people pleaser puts a priority on being liked by as many people as possible. Within the
workplace, this may mean the people-pleaser may help others regardless of how much work
they have of their own. This can be beneficial, as it can generate positive relationships and
allow them to help other staff, but it can also have detrimental effects if they take on too much,
are overly insistent when coworkers do not need help or avoid addressing an issue because
they don't want to cause a problem.

It's important to monitor how a people-pleaser interacts with other staff. If there are potential
problems that the people-pleaser does not want to address for fear of upsetting another
employee, it can allow the problem to grow into a larger issue. If you note that a people-pleaser
is taking on too many responsibilities or encroaching on another employee's comfort zone
while trying to help, having a private conversation explaining why they should be less obtrusive
can keep all parties happy.

7. The perfectionist

Perfectionists aim to deliver their best possible work at all times. This often means they show
an acute attention to detail and can deliver impressive final products. However, focusing too
much on perfection can lead to delays in delivery if their time management is not excellent, and
their high standards may also cause unease for other staff if the perfectionist is obtrusive into
their fellow employees' work and responsibilities.

When your staff includes a perfectionist, it's important to monitor them to make sure they do
not unnecessarily pressure themselves and others. Offering positive reinforcement on projects
can help put a perfectionist at ease, but you may need to address directly the value of
understanding when a project doesn't need further work in order to help them find an ideal
balance of quality and speed.
8. The performer

A performer is an employee who loves to be the center of attention around the office. They are
often very talkative and quick to advertise their contributions when discussing a project. They
often will also seek to garner attention in non-work conversations. The performer may be one
of the more popular members of the staff, as they are often very gregarious, however, there is
potential for some staff to be put off by their personality and talkative nature.

So long as a performer is maintaining positive relationships with other employees, they do not
need specific instruction regarding their outgoing personality. If your performer's actions are
causing tension among other employees, you may choose to speak with the performer about
showing some restraint.

9. The worrier

If your office has a worrier, you'll recognize them as someone who often appears anxious about
the work they are delivering. A worrier requires consistent validation to assure them they are
meeting expectations and delivering satisfactory results.

When you identify a potential worrier on your staff, it's important to work to build their
confidence. As a worrier reduces their anxiety, they may become more independent and
produce higher quality work without second-guessing their actions.

10. The upward worker

An upward worker is an employee who has atypical behavior when interacting with staff who
outrank them as opposed to their peers or employees who work at a lower level than them.
When talking with senior staff, an upward worker behaves much like a people-pleaser, while
interactions with others on staff may resemble a personality type like the motivator or the
perfectionist, offering advice and criticism freely.

Often an upward worker can present problems for staff morale, with their peers feeling like the
upward worker mistreats them, while the upward worker is also trying to curry preferential
treatment. If you notice an upward worker, it's important to discuss the matter with them
promptly to curtail the behavior and stress the importance of respecting everyone.