Partially considered one of this sequence, we explored numerous individuals science theories on our particular person attachment to discovering purposeful work. We then augmented that partially two, uncovering the science behind what makes or breaks a staff. We regarded, specifically, on the selection dynamics of constructing choices and interacting with our colleagues.
Now, partially three, we are going to zoom in a little bit nearer to individuals’s internal world. We are going to search to grasp how our distinctive energies and preferences might present up at work, finally shaping how we greatest carry out.
“All work is engineering”
For context, Perry’s most up-to-date e-book ‘The HR Working Mannequin, Designing a individuals perform that helps the workforce and the enterprise’ (2025, Kogan Web page), opens with a realisation that “all work is engineering”.
How precisely is a system of labor ‘engineering’? Within the sense that it coordinates complicated methods to fulfill desired outcomes of compliance, optimisation and prosperity.
From this, it’s deduced that HR, particularly, is an engineer of individuals and methods at work; neither of that are predictable.
Completely different fields of science assist us to grasp what isn’t predictable. We will then regulate accordingly and be as definitive as we will about our ‘engineering’ of individuals and methods. In that pursuit, we will use the fields of psychology and behavioural science.
When exploring particular person behaviours, engineering may appear not solely tough however, at occasions, nigh on inconceivable. We’re complicated sufficient at a person degree, not to mention when set in social and occupational settings. So to begin with, we’ll have a look at probably the most underpinning theories there’s in human psychology. The Huge 5 character traits.
OCEAN: The Huge 5 character traits
Coded as OCEAN (Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism), these traits assess what makes us ‘function’ as distinctive people.
To grasp a group of individuals at work – largely in a staff – we might be smart to contemplate every individual inside this assemble. We must always ask ourselves how engineered circumstances would possibly impression individuals’s behaviour – each individually and collectively.
Every of the Huge 5 displays a spectrum. For instance, excessive conscientiousness signifies reliability and self-discipline, whereas low neuroticism suggests emotional stability and quietness.
The mannequin is grounded in a long time of analysis, notably by Costa & McCrae (1992).
We coated motivation in half one of this sequence. On this character context, it’s much less about what stokes our internal fires and extra about how we are literally ‘made up’ and the way we’re ‘being’.
We would think about our state of being as a mix of circumstances, selections and instinctive methods of working. When these circumstances change, and we face tough and completely different selections, why can we act in the best way we do?
How the Huge 5 present up at work
Openness
- Excessive: Brings creativity, curiosity, and flexibility. They thrive in ambiguous conditions and spark innovation.
- Low: Prefers routine, confirmed approaches, and predictability. They’re stabilising in a staff however can resist change.
- Crew lens: An excessive amount of openness can scatter focus; too little might stifle progress. The ‘engineer’ position for HR and leaders is to channel openness into sensible innovation, whereas respecting the worth of consistency.
Conscientiousness
- Excessive: Dependable, disciplined, and organised. These are your challenge drivers, those who be certain that commitments are met.
- Low: Extra spontaneous, versatile, and fewer sure by course of. They’re typically those who spot alternatives others miss.
- Crew lens: Groups want each: An excessive amount of conscientiousness dangers rigidity and burnout, whereas too little can imply missed deadlines. Balancing construction with agility is the design problem.
- Excessive: Energetic, outgoing, and fast to attach. They maintain momentum in conferences and relationships alive.
- Low (introverted): Considerate, reflective, and sometimes those who catch nuance or threat others overlook.
- Crew lens: Extraverts can dominate if unchecked; introverts can withdraw if ignored. Efficient groups engineer areas for all voices to floor – from workshops to asynchronous inputs.
Agreeableness
- Excessive: Cooperative, empathetic, and conflict-averse. They maintain the staff collectively in belief and collaboration.
- Low: Extra direct, sceptical, or aggressive. This may be useful for problem, critique, and guaranteeing strong debate.
- Crew lens: A staff of ‘excessive agreeables’ might keep away from laborious conversations; too many ‘low agreeables’ might fracture belief. Wholesome pressure is engineered by setting norms for constructive problem.
Neuroticism (typically reframed as emotional stability)
- Excessive: Extra susceptible to stress and sensitivity. They might detect dangers early however can really feel overwhelmed.
- Low: Calm, regular, and resilient beneath strain. They create reassurance in uncertainty.
- Crew lens: A mix helps. These with larger neuroticism can act as ‘early warning’ methods; these with decrease neuroticism can floor the staff. Leaders can engineer psychological security to make sure everybody feels safe sufficient to carry out.
From traits to staff engineering
When HR leaders recognise these patterns, they cease seeing character as ‘fastened quirks’ and as a substitute view them as working parameters. The tolerances, flexibilities, and stresses within the human system. Simply as in engineering, understanding the properties of your supplies helps you design stronger, extra adaptable constructions.
Understanding OCEAN on this means offers us:
- Language for distinction (with out judgement).
- Clues for position match (who thrives the place).
- Indicators for assist (who might have scaffolding beneath strain).
- Design ideas for groups (balancing creativity, self-discipline, vitality, empathy, and resilience).
