Personality is not always given the importance it deserves when looking for the best fit between jobs and people. Often it remains as a matter of self knowledge, but it is also very useful for team building, choosing your couple, knowing why you can’t stand your boss, etc.

Millions of people have gone through the Myers-Briggs test (MBTI). Many people love it, and for good reasons.

At ReviTalent we’ve also worked with this model, whenever the clients ask us to, but we like to think critically about everything, especially about ourselves 😉 We’ve come across this interesting article. Don’t read it if you’re a fan of Myers-Briggs.

If we can choose, we prefer the Big Five model. If you want to know more about it, here are the basics. We’re developing our own test based upon it.

After all the effort and money we’ve put into performance review systems and policies, I know this may not be welcome. But for those who smelled something rotten but didn’t dare to speak out, here is some food for thought. Just an appetizer:

«They’re wildly inaccurate, for one: CEB’s research finds that two-thirds of employees who receive the highest scores in a typical performance management system are not actually the organization’s highest performers. Go figure. The reviews are ineffective, too: Managers told CEB that conventional reviews only generate a 3- to 5-percent improvement in employee performance. They’re also surprisingly inadequate: Just 23 percent of HR folks surveyed by the firm say they’re satisfied with their organizations’ performance evaluations, down from more than 50 percent a decade ago.»

You can find more here and here.

Are we damaging performance by trying to measure it in the wrong way? What do you think?