This document discusses how personality profiling can help prevent conflicts between employees and managers in the workplace. It explains that personality tests administered during the hiring process can determine if a candidate's traits are suitable for a position and if their personality will mesh well with potential supervisors. This can help reduce the 50% of employee turnover attributed to personality clashes. The document advocates comparing personality profiles to identify potential conflicts and assigning compatible managers or addressing differences in a positive way if issues arise. It concludes by promoting the personality profiling and other human resources services offered by GHRO that can help businesses outsource HR needs at a lower cost than maintaining an internal department.

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Personality Profiling to Prevent Conflict
In recent years, many employers have turned to personality profiling to assess potential new
hires. Not only can a personality test determine if a candidate’s traits will fit a position’s
requirements, but a test can determine if a candidate’s personality will blend well with potential
supervisors. With so many employees operating in one business, personalities are bound to clash
here and there. In fact, Gallup research shows that half of employee turnover is spurred by
personality conflicts. How can businesses reduce turnover and avert potentially disastrous
working relationships?
Personality profiling is designed to spot and prevent personality conflicts before they happen. If
significant differences emerge between an employee’s and a manager’s personality profile, a
personality conflict will likely occur that may cause stress in the workplace. An aggressive
manager could see a more passive employee as working too slowly and lacking motivation,
whereas a passive employee could see a more aggressive manager as controlling and
micromanaging. Such an environment can have negative effects on employee retention, as the
new hire is more likely to resign—and quickly—when such a distinct conflict exists.
Comparing personality profiles can deter personality conflicts from being introduced to the
workplace. But what if a personality conflict already exists? First, try assigning the new
employee to a more compatible manager. Higher compatibility rates yield faster-learning, more
productive employees. If that isn’t a viable solution, arrange a meeting with the manager and the
new employee. Sometimes, verbalizing how the two are alike and how their differences can
complement each other is enough to get them working as a team. Addressing differences in a
positive manner puts an optimistic spin on a stressful situation and can help promote harmony.
As part of its turnover reduction strategies, GHRO offers employee selection services including
personality profiling, employment testing, drug screening, and background checks. These
services are only a small part of what GHRO has to offer as your business’ Human Resources
PEO. Through GHRO’s services, you’ll receive the expertise of a professional HR team at the
fraction of the cost of hiring an internal Human Resources Department. Contact GHRO today to
see how your business can benefit from outsourcing its Human Resources needs!