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Workplace Personality Test

Learn about your soft skills and strengths in the workplace using Gyfted’s free online work personality test - the best personality test for the workplace.
benefits

Scientific assessments, with this one inspired by the Big Five model.

This psychometric tool for assessing personality traits at work is based on the Big Five, also known as OCEAN, theoretical model.

Benefits

Gyfted’s free online soft skills self-assessment provides you with insights into how you work in a team and in a work environment. You will better understand your behaviors and personality traits in organizations, for example when it comes to cooperation, problem-solving with your coworkers, interpersonal relations.

Why is this of value to me?

Knowing what your soft skills are in business and understanding your cooperative mindset can help you identify how to develop them further.
Having insights into how conscientious, agreeable and reliable you are and what your levels of self-confidence and creativity at work can be, can help you pick the right career options that fit your talents and behaviors.
Understanding this may also help you strengthen your soft skills and grow personally as well as professionally.

How you can use this test?

Ways you can use your online work personality quiz results:
Get a list of your relevant work personality strengths and instant feedback
Become more self-aware of how your soft skills are developed
Share your personality test results with friends and see how you compare

How it works?

1
Take this assessment when
you’re at ease, undisturbed
and ready to focus.
2
Our instructions will guide
you through the process. It’s
easy - just go with your gut
feeling.
3
After completing the test,
you will receive your
feedback immediately
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Share your results with
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What's Inside? Get immediate feedback by measuring these traits in you

Adaptability
a trait that refers to one's ability to adjust and thrive in different situations and environments. Individuals with high adaptability are flexible, open-minded, and able to quickly learn and apply new skills. They are comfortable with change and can easily adjust their work style and approach to meet evolving demands. Their ability to adapt allows them to excel in various roles and industries, as they can easily navigate through challenges and find innovative solutions.
Curiosity
a trait that reflects an individual's eagerness to learn, explore, and seek new knowledge and experiences. Those with high curiosity are naturally inquisitive and have a strong desire to understand how things work. They ask questions, seek out information, and actively engage in continuous learning. Curious individuals often bring fresh perspectives and creative ideas to the workplace, as they are constantly seeking new ways to improve processes and solve problems.
Initiative
a trait that indicates an individual's willingness to take action and drive progress without being prompted or directed. Those with high initiative are proactive, self-motivated, and take ownership of their work. They actively seek out opportunities to contribute, take on additional responsibilities, and go above and beyond what is expected of them. Individuals with high initiative are often seen as reliable, resourceful, and valuable assets to their teams, as they consistently strive for excellence.
Self-discipline
a trait that reflects an individual's ability to control their impulses, stay focused, and consistently follow through on tasks and commitments. Those with high self-discipline are organized, reliable, and able to prioritize effectively. They have the ability to resist distractions and maintain a strong work ethic, even in challenging or stressful situations. Self-disciplined individuals are known for their consistency and reliability, making them valuable team members who can be trusted to meet deadlines and deliver high-quality work.
Sociability
a trait that refers to an individual's inclination and ability to interact and connect with others. Those with high sociability are outgoing, friendly, and enjoy socializing with colleagues and clients. They have strong interpersonal skills and are adept at building and maintaining positive relationships. Sociable individuals thrive in collaborative environments, as they are skilled at communicating effectively, resolving conflicts, and fostering teamwork.
Self-confidence
a trait that reflects an individual's belief in their own abilities and worth. Those with high self-confidence have a positive self-image, believe in their skills and knowledge, and are not easily discouraged by setbacks or criticism. They have a strong sense of self-assurance and are willing to take risks and tackle challenges. Self-confident individuals often excel in leadership roles, as they inspire and motivate others with their belief in themselves and their vision.
Cooperativeness
a trait that indicates an individual's willingness to work harmoniously with others and contribute to team goals. Those with high cooperativeness are collaborative, supportive, and value teamwork. They are skilled at building rapport, resolving conflicts, and finding common ground. Cooperative individuals are reliable team players who prioritize the collective success over personal achievements, making them valuable assets in fostering a positive and productive work environment.
Straightforwardness
a trait that reflects an individual's honesty, transparency, and directness in communication and actions. Those with high straightforwardness are open, sincere, and value integrity. They express their thoughts and opinions clearly and directly, without beating around the bush or being evasive. Straightforward individuals are trusted and respected by their colleagues, as they are known for their authenticity and reliability.
Self-Control
a trait that reflects an individual's ability to regulate their impulses, desires, and behaviors to achieve long-term goals and maintain harmony in social interactions. Those with high self-control exercise restraint, make well-thought-out decisions, and resist temptations that might derail their objectives. They are adept at delaying gratification and can prioritize their responsibilities over momentary pleasures or distractions. Individuals with strong self-control are admired for their discipline, consistency, and ability to stay focused even in challenging circumstances.

Workplace Personality Test

The Work Personality Test, sometimes known as job personality test or professional personality assessment, helps to determine your personality traits in the workplace. This can be key in identifying suitable career paths and improving workplace relationships.
The Work Personality test finds its origins in the study of personality traits and their influence on job performance and job satisfaction, a topic widely researched in the field of organizational psychology.

Assessment Insights

This Work Personality test helps individuals understand their personality in the context of work, guiding career decisions and personal productivity strategies. Sharing these insights in interpersonal settings can foster mutual understanding and effective collaboration.

For example, if a team member scores high in conscientiousness, they may be more detail-oriented and organized, making them a valuable asset in project management. On the other hand, if a team member scores high in extraversion, they may be more outgoing and social, making them a great fit for sales or customer service roles. Understanding these personality traits can also help managers tailor their leadership style to better motivate and communicate with their team members. Additionally, the Work Personality test can be used in the hiring process to ensure that candidates are a good fit for the company culture and job requirements. Overall, the insights gained from this test can lead to more productive and harmonious work environments.

Scientific and Empirical Foundations

Relationship between personality traits and job performance: Barrick, M. R., & Mount, M. K. (1991). The big five personality dimensions and job performance: a meta-analysis. Personnel psychology, 44(1), 1-26. Origins and models of work personality traits: Hogan, R., & Holland, B. (2003). Using theory to evaluate personality and job-performance relations: A socioanalytic perspective. Journal of Applied Psychology, 88(1), 100-112. Application of personality assessments in hiring: Schmitt, N., & Ryan, A. M. (1993). The Big Five in personnel selection: Factor structure in applicant and nonapplicant populations. Journal of Applied Psychology, 78(6), 966-974. Personality and career decisions: Lounsbury, J. W., Gibson, L. W., & Hamrick, F. L. (2004). The development and validation of a personological measure of work drive. Journal of Business and Psychology, 18(4), 427-451. Personality and teamwork: Neuman, G. A., Wagner, S. H., & Christiansen, N. D. (1999). The relationship between work-team personality composition and the job performance of teams. Group & Organization Management, 24(1), 28-45. Impact of personality on leadership: Judge, T. A., Bono, J. E., Ilies, R., & Gerhardt, M. W. (2002). Personality and leadership: A qualitative and quantitative review. Journal of Applied Psychology, 87(4), 765-780.

Workplace Personality Test

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Our assessments are designed by top scientists

Our tools are developed by psychologists, psychometricians and cognitive scientists <br /> with research experience from institutions like these:

Frequently asked questions

How do the big five personality traits predict work behavior?

Knowing an individual’s Big 5 personality traits can help identify what type of worker the person is. Big 5 personality traits include Conscientiousness, Emotional Stability, Extraversion, Openness, and Agreeableness.
Conscientiousness is a trait that has big influence on your performance. People high on conscientiousness are usually orderly and more self-disciplined. People with high emotional stability are better at dealing with workplace conflict and fast-paced, unexpected change. Extroverted people tend to take charge of situations, while people high in openness are usually more adaptable. Agreeable people generally tend to follow the rules and are more compromising.

What is the difference between strengths and soft skills?

Strengths are personality traits that one is “naturally” good at. Strengths include - for example - curiosity, social intelligence, courage, grit, adaptability. On the other hand, soft skills, like any other skills, are something you can learn and improve through repetition. Soft skills are traits that are essential for interacting with others and succeeding in the workplace. Examples of soft skills include time management, communication skills, negotiation, leadership aptitude, bias to action.

How to identify strengths in the workplace?

One’s professional strengths are closely linked to their personality traits. Thus, you can identify your strengths in the workplace by learning your personality type. The Myers–Briggs Type Indicator in the workplace is very popular among corporations but very unpopular, and considered invalid, by psychologists. The most empirically validated and useful personality assessment is the Big Five (OCEAN) model which provides a scientific, psychometric tool for assessing personality traits both in personal life and at work, which our free online assessment is based on.

What are examples of soft skills and strengths at work?

Soft skills at work are tightly linked to personality traits. For instance, conscientiousness implies good organizational skills, time management, being on time, setting timeframes for completing work, and sticking to them. Openness is related to creativity, openness to criticism and differing opinions of colleagues, which is good for conflict management. Agreeableness implies higher levels of cooperation, teamwork, and ease in following instructions. Extraverted people are good at communicating and negotiating with colleagues and clients and tend to have strong leadership skills. Emotional stability involves strong stress management skills and coping abilities.
Strengths in the workplace are linked to personality traits. Examples of strengths implied by conscientiousness are being hardworking, dependable, and responsible. As for openness, it's curiosity, a wide range of interests, independence, and innovativeness. Agreeableness means being helpful, trusting, empathetic, and cooperative. Being extraverted implies proactiveness, imitativeness, sociability, and risk-taking. Emotional stability means self-confidence and being easygoing.

Do personality tests work?

Personality tests can provide some insights into an individual's tendencies and preferences, but their effectiveness depends on several factors. The validity of a personality test can depend on the quality of its design and the extent to which it accurately measures the constructs it purports to measure. Tests that are based on sound psychological theory, are properly validated, and are administered and interpreted by trained professionals can be more effective in predicting behavior and performance.

Why use personality tests in the workplace?

Using personality tests in the workplace can be highly beneficial for both employees and organizations. By taking an empathetic approach and understanding the reasons behind their use, we can appreciate the value they bring to the work environment.
Self-awareness: they can help employees gain insight into their own strengths, weaknesses, and preferences. This increased self-awareness allows them to better understand their work styles and areas for improvement, contributing to personal growth and development.
Improved communication: understanding one's own personality traits and those of colleagues can foster more effective communication. When employees are aware of each other's preferences and tendencies, they can adapt their communication styles accordingly, leading to better collaboration and reduced misunderstandings.
Team building: tests can help managers and team leaders identify the unique strengths and skillsets of their team members. This knowledge can be used to assign tasks that align with individual strengths, creating a more balanced and efficient team dynamic.
Conflict resolution: by understanding the personality traits and communication styles of team members, conflicts can be resolved more effectively. Recognizing the root causes of disagreements and acknowledging differences in perspectives can lead to more harmonious working relationships.
Engagement: when employees feel understood and appreciated for their unique traits, they are more likely to be engaged and satisfied with their work. Personality tests can help organizations create an inclusive environment that values diversity and leverages the unique skills of each employee.