More and more companies are placing value on understanding individuals. In an increasingly diverse work landscape, many leaders have found tremendous value in learning more about their employees' strengths, weaknesses, and preferences.

This understanding enables organizations to make informed decisions regarding recruitment, relationship building, employee development, conflict resolution, leadership development, and more. In general, conducting personality tests can lead to discussions that further employee relationships, team culture, cohesion, and overall outcomes and results. By leveraging these insights, companies can create a more harmonious, productive, and engaged workforce, leading to long-term success. 

Sounds great, right? The issue is that many organizations aren’t sure where to start. Which personality tests should be used, and which are a waste of time? We’ve spent a lot of time researching and working with companies of all shapes and sizes, and here are our favorites.
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12 Personality tests for team building at work

Every person on a team brings their own special traits, strengths, and perspectives. No person and no team is alike, and those differences should be celebrated rather than concerning. Understanding these differences is one of the best ways to grow closer as a team while achieving better results. 

The right assessment for you is going to depend on your particular team. The size, makeup, and location of your group is key in thinking through which assessment will be most helpful. It’s important to remind employees that when conducting these tests, there are no “right” answers. There’s only information that can provide key insights for your organization’s success. Try one of the following personality tests: 
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1. Clifton Strengths Assessment

‍Arguably the most popular assessment in the business world, this test was developed by Don Clifton. An American psychologist and the founder of what we now know as Gallup Research, he based his work on the idea that we all have a set of strengths that we bring into the workplace - and capitalizing on those strengths is key to successful teams. By understanding each team member’s strengths, team leaders can better organize work to bring out the best in everyone.

There are 34 strengths, organized into 4 larger categories: Strategy, Relationship building, Influencing, and Executing. Once you’ve obtained results, you can facilitate a discussion around people’s particular strengths. You’re likely to find out a lot more about people’s background, why they approach challenges in the way that they do, and which elements of work are most valued by them and why. Many business leaders find this assessment to be the most actionable. That is, it’s easier to map each team member’s strengths to the actual work being done. For example, when rolling out corporate changes, you might want to rely heavily on the person whose strength is communication. They can help you to build and share an effective communication plan to manage the changes. 
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2. Character Strength Survey

This 100 question quiz has recipients answer questions using a range, starting at “very much like me” to “very much unlike me”. Once the test is complete, users can obtain a score that reflects their “signature strengths, middle strengths, and areas for improvement.” These tiered results allow you as a team leader (and your team members) to better see each other’s strengths but also where they might need to lean on others for help. As your team members continue to hone their own skills, it’s helpful to learn where other people excel and who can play which role on the team.

However, some people may feel vulnerable exposing this information to coworkers. Though there’s nothing particularly personal in the content, the results will share areas to work on, which can make people insecure. This is a good option for teams who work closely together and take on different roles, and for teams with a strong leader who will be able to apply these insights to actual working arrangements. 
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3. Myers-Briggs

One of the most popular personality assessments is the Myers-Briggs test. You might also hear this called the 16 personality types test, or referred to as MBTI (Myers-Briggs Type Indicator), and it was created by famed psychologist Carl Jung. This test assigns everyone a four-letter acronym that indicates their specific tendencies across four categories. The categories explored are introversion vs. extroversion; sensing or intuition; thinking or feeling; and judging or perceiving (in that order).

Once you have completed the test and receive your acronym, you get a thorough description of personal tendencies as they relate to your results. Essential test-takers will learn about if they are introverted or extroverted, how they process information, how they tend to make decisions, and how they go about getting things done. This is helpful for finding which employees will collaborate best with each other, who might prefer more individual work, and who is best suited to particular roles. It’s particularly helpful for leaders to understand who is more introverted and extroverted, and who tends to be more practical and pragmatic. 
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4. DiSC

This is another famous personality test that is similar to the MBTI. The DiSC Assessment assesses users across several categories such as dominance, influence, steadiness, and conscientiousness. It uses questions related to various social situations and how the test-taker perceives those situations. Results will highlight individuals’ interpersonal style, which can help everyone to build more impactful relationships. The model identifies four personality types: 

• D-type (Dominant) -  These people tend to be task-oriented and extroverted. They also tend to be more ambitious and competitive. They are often natural leaders and are likely to take charge in group situations. Some of their traits are confidence, decisiveness, and action-oriented. Some traits that can appear negative are a tendency to appear bossy or domineering. This personality type really likes to be in control and can place a strong emphasis on overcoming opposition in order to accomplish results. 

• I-type (Influential) -  I-types tend to be more people-oriented and extroverted. They tend to be good at motivating and persuading others, and like to shape the environment around them through working with other people. These people are motivated by social recognition, group activities like company retreats, and team cohesion. You can expect them to motivate teams and create enthusiasm for projects, but they can also act a bit erratically when in leadership roles. In some situations, they may not prioritize consistency or caution, which is needed on most teams. 

• S-type (Steady) - Introverted and people-oriented, this type has what’s known as a steady personality type. They are more likely to be calm and patient and tend to be good listeners. They place an emphasis on cooperation and enjoy collaborating with others to complete tasks. These people are most motivated by cooperation, opportunities to help others (such as volunteer events), and sincere appreciation from peers. Occasionally you’ll see that this personality type can lose patience faster than others, and they may be viewed as passive or overly trusting. 

• C-type (Conscientious) - People with this personality type are more task-oriented and introverted. They love to plan and organize, and pay special attention to detail along the way. C-style personalities place an emphasis on quality and accuracy in their workplace. They love to gain new knowledge, show their expertise, and produce high-quality work. Most people describe this personality type as careful, analytical, systematic, and reliable. The downside is that they can often be perfectionists and have standards that are unreasonably high for themselves or others. They may be inflexible and unwilling to consider all of their options, which can make decision-making a hard-won skill for them.  
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5. The Enneagram

This name might sound familiar because it’s a pretty commonly known assessment. Many leaders love this test because it can be completed more quickly than others - in about 15 minutes. There are 7 pages containing a handful of questions and based on rating phrases such as “I see the positive in every situation” or “I am not afraid to tell someone when I think they are wrong.”

This test essentially assesses how well an individual aligns with the nine common personality types, with a rating and description for each. Your dominant behavior is a number ranging from 1-9 which you’re assigned at the end of the test, and reflects what’s called your “basic behavior” - who you are at your core. Every personality in the Enneagram has a set of dominant behaviors, motivations, and fears. There are nine unique personality types: 

• Idealist - Someone who looks for reform and moralistic behavior. People in this group are passionate about helping others and tend to be determined. 
• Caregiver - Generous and warm-hearted, these people tend to be very emotional and expect affection from those around them. 
• Performer - Ambitious and very energetic, this type wishes to achieve many great things in life and wants affirmation from other people. 
• Creative - More creative types that are always on the lookout for authenticity and have a passion for art in all forms. 
• Thinker - These people are happy to spend their lives independently, and tend to be deep thinkers and are more introspective and curious. 
• Loyalist - This person appreciates consistency and safety. They are cautious and make informed decisions, and are also quite reliable. 
• Adventurer - Hoping to experience all that life has to offer, they want to have fun and have unusual experiences. 
• Protector - Strong people that make quick decisions and are usually effective. These people tend to be natural leaders who exude confidence. 
• Peacekeeper - Peace is the most important thing to these people; they want to feel safe and comfortable whenever possible. They tend to take an optimistic approach to life and look for the best in others. 
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It’s most helpful for sharing with colleagues to understand overall strengths and weaknesses. One interesting note about this assessment is that it acknowledges that people don’t always act entirely in line with their basic behavior. This is why the test also shares “wings” which describes your “adjacent type”, which are things that influence your personality but don’t dominate it. As an example, you might find that you are an Enneagram 3 with a 2 wing, which refers to someone with a dominant “The Achiever” personality who also has a strong sense of caring for others.
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6. High 5 Test

In this test, takers get 100 prompts that they rate on a scale of “strongly agree” to “strongly disagree”. For example, one prompt is “I believe the best way to achieve success is by focusing on one thing.” Then the user determines how much they agree or disagree with that statement using the scale. The test has 100 prompts, and then test-takers receive results that highlight their 5 most dominant traits.

This test is interesting because it doesn’t really share anything as far as weaknesses - instead, it just focuses on the strongest traits for each person. You can use this test to facilitate discussions around similarities and differences. When colleagues share their results, they can learn more about who has the dominant traits that could be helpful in achieving goals moving forward. This assessment is most helpful for helping team members to understand the best people to collaborate with based on the work to be done. 
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7. 5-Minute Personality Test

Just as the name implies, this assessment can be done in just five minutes. It’s definitely a winner if you don’t want to invest a ton of time but want to learn valuable information about your team. Users say that though the test is brief, it can be really effective. There are ten lines of prompts to fill out, and then each line has four words or phrases that test takers rate on a scale of 1-4. Four is the phrase that most aligns with them, under four different categories. At the end of the test, users tally up the points they have under each letter. Their strongest letter is supposed to best represent their personality. A follow-on page reveals the traits associated with each letter so everyone can get more context around their results. This one doesn’t provide the most in-depth information, but it’s a helpful start if you have limited time. 
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8. The Color Code

This test is fun since it uses colors to reflect personality. This test does more to explore the why and how of specific actions. It’s a two-part test, and the first section is “strengths and limitations”. In this section, users have to select the trait that best describes them among a list of 4, across 30 different prompts. In the next section, “situations”, you’ll see 15 situations and choose how you would have responded as a child (out of 4 choices). All of this results in a color, which is red, blue, white, or yellow. Then you can read about what each color represents.

This test relies on a lot of self-censoring, though. While the color component is really interesting, it requires test-takers to be more self-aware and choose their own personality traits - and as we all know, we don’t always see ourselves the way that we actually are. This test is a fun change of pace and presents a new way to think about personality, and it makes a great addition to any of the other tests we mention here. However, you may not want to use it as a standalone unless you have an incredibly self-aware team whose answers will reflect an objective nature of their personality. 
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9. Career Values Assessment

Another short and simple test, this assessment takes an average of 12 minutes to complete. Additionally, this is one of the only tests specifically designed for the workplace. The assessment takes place online and has 20 questions to answer, all related to different aspects of work. The goal is to identify where users stand among 6 different underlying work values. It uses prompts such as “In my ideal job, it is important that…” with responses like “I make use of my abilities” or “I would receive recognition for the work I do.” Users will complete the 20 prompts and then receive a score related to each of the six work value clusters. Additionally, they’ll also receive a list of different jobs that best align with those values.

This assessment can lead to some really powerful discussions in the workplace, but is better suited to management and direct report conversations. Though entire teams can benefit from what they learn from the assessment, it’s best used as a conversation-starter between an individual and their supervisor. These insights can lead to great discussions about a person’s goals, their ideal role, what they are looking for at work, and how to keep them happy and engaged at work. Every boss should have this tool in their arsenal as part of job satisfaction efforts. 
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10. Caliper Profile

If you are hoping to better understand a person’s compatibility with a specific role, this test can help. It’s a great way for companies to assess potential new hires or employees who are trying for a promotion. The test uses a few different formats to deliver results. Users answer questions using multiple choice, true or false, and a degree of agreement scale. Most of the questions ask people to choose the answer that most closely mirrors their views. In relation to teams, this test helps leaders to identify positive and negative qualities that provide insight into how a person might perform in a role or as part of the overall group.

This test can also be customized to look for specific traits that you believe are most important to a specific role. If you have been struggling to find the right fit in key roles, why not try making this part of your hiring process? You might be surprised at what you can learn! 
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11. Eysenck Personality Inventory

Though this one isn’t the easiest to pronounce, it’s helpful for assessing a team members’ personality. It measures neuroticism vs. stability and extroversion vs. introversion. The results will include 3 scores across different categories. “E” is “extroversion level”, “N” is neuroticism level, and “lie” which measures how honestly a person is answering. The entire test has 100 questions but you can also find a shorter version online with only 57 yes or no questions. We recommend that if you’re going to make use of this test, just go with the original, longer version - you’ll get more value from the results. 
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12. WorkStyle

This test is a culmination of several others that we’ve mentioned. It rolls up aspects of the High 5, DiSC assessment, and other philosophies to provide a more comprehensive view of personality strengths. This assessment is specifically designed for teams, and managers can invite all of their employees to complete a Workstyle profile then review results together. You can also use an application for this test and then get a visual of how balanced the teams are so that you can maximize output. 
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Are personality tests that helpful at work? 

Personality tests are key for discovering an individual's behavioral patterns, preferences, and tendencies. Though they can offer a lot of value, they do require resources. Many people don’t know if these assessments are a good use of time and employee energy.  If you’re wondering if they are worth your time, here are some reasons why it's important to incorporate personality tests in the workplace:
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1. Recruitment and selection:

Personality tests play a vital role in the recruitment and selection process. By evaluating candidates' personality traits, companies can identify the most suitable fit for a particular role or team. It helps prevent the hiring of individuals who might not align with the company's culture or possess the required traits for a specific position. Ultimately, this ensures a more harmonious and productive work environment.
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2. Team building and collaboration:

Personality tests aid in building diverse and effective teams. When employees' personalities are taken into account, team leaders can allocate tasks and responsibilities based on individual strengths and weaknesses. Understanding the dynamics of a team and its members' personalities allows for effective collaboration, improved communication, and higher levels of productivity.
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3. Employee development:

Personality tests contribute to the personal and professional growth of employees. By gaining insights into their own personality traits, individuals can identify areas where they excel and areas that need improvement. Companies can use these assessments to provide targeted training and development programs to enhance employees' skills and help them reach their full potential. This leads to a more engaged and motivated workforce.
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4. Conflict resolution:

Personality clashes and conflicts are common in any workplace. However, understanding the different personality types within a team can help mitigate such conflicts. Personality tests provide a framework for employees to comprehend their own and others' communication styles, decision-making processes, and approaches to problem-solving. This knowledge fosters empathy and tolerance, enabling individuals to adapt their behaviors and work more effectively with their colleagues. Having the knowledge from personality tests can be key in overcoming common workplace issues. 
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5. Leadership development:

Personality tests are also vital for identifying potential leaders within an organization. These assessments can identify individuals with natural leadership qualities, such as strong communication skills, adaptability, and the ability to motivate others. By recognizing these traits, companies can provide targeted leadership development programs and opportunities for growth, ensuring a pipeline of effective and capable leaders for the future.

It's important to note that personality tests should not be the sole determining factor for making decisions in the workplace. They should be used in conjunction with other assessment tools and should never be used to stereotype or discriminate against individuals based on their personality type.
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Questions to expect on personality tests

Some people may be hesitant to complete personality assessments, because they can include some personal information. However, many of the tests have similar questions, and they aren’t overly personal. The most helpful ones for the workplace revolve around working styles, meeting new people, decision-making, etc. Here are some questions that you are likely to see across many of the tests mentioned. 

1. Do you like helping people out? 
2. Do you enjoy meeting new people? 
3. How do you respond when you’re blamed for something you didn’t do? 
4. Do you help people even if you won’t get anything in return? 
5. How long does it usually take to calm down when you’ve been angry? 
6. Do you have long term goals? 
7. Are you easily frazzled? 
8. How often do you go into a social environment or public space? 
9. Are you easily disappointed? 
10. Are you considerate of other people’s feelings? 
11. Do you like to be busy? 
12. Do you like solving complex problems?
13. Do you tend to want to cheat your way out of a problem?
14. Do you make people feel welcome? 
15. Do you often feel overwhelmed? 
16. How often do you travel? 
17. Do you prefer familiarity or unfamiliarity? 
18. Do you feel passionately about social causes? 
19. Have people called you “pushy”?
20. Do you see the best in people, regardless of circumstances? 
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How much value should you place in a personality test? 

We already covered how important personality assessments can be for a variety of reasons. However, that doesn’t mean they are the end-all, be-all. The efficacy of the test depends on 100% honest answers, which isn’t likely. As you can see from the questions above, many of these tests rely on self-reporting, which can only be so accurate. For example, some people may not want to, or be able to, honestly answer “Do you like helping people out?” Most people are going to say yes to that question even if it’s not really true. It’s possible people answer questions strategically in order to achieve a certain response. So, you can see how all of these tests need to be taken with a grain of salt. 

That being said, personality assessments can be a powerful indicator of what makes a person tick. These tests are best used for helping make your team closer and stronger. It’s difficult to boil people down to a single personality type, but it can be really beneficial to learn more about their strengths and their admitted weaknesses. If people say that they are lacking in a certain area, it’s probably safe to believe them. In this way, you can discuss as a team and assign roles accordingly. Personality assessments are most useful for managers and other business leaders to understand the working style of those who work for them. In particular, these tests can be beneficial for discussing career-related topics like job satisfaction and role alignment. 
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Personality tests are a great starting point

As we covered, personality tests can really inform business leaders about their team, which can be extremely valuable in a work environment. These assessments can be great for your hiring process, making sure you find the right fit and build out the right team for your needs. Furthermore, they can be a great platform for group discussions and increasing collaboration and cooperation. 

That being said, they should really be part of a larger strategy that you employ over the long-term. It’s important to create opportunities for your team members to get to know each other organically - and not just read results from a test.

Company events should be part of your annual planning process, whether you’re looking at motivational team strategies, relationship building activities, or all-company retreats with a mix of work and fun. Executing team-building activities is an important part of creating effective teams who enjoy working together. Don’t let a lack of time or resources stop you. Many companies enlist help from Surf Office. We can plan cost-effective team-building retreats using local expertise and specialized planning. You don’t need to spend time planning the retreat - keep working on what you do best: growing your business and supporting your team!