Researchers, who surveyed 2,000 UK employees, found a link between how employees interact with their payslip and how they operate at work.
The HiBob team's report states that employees can be categorised as one of five personality types: the triple checker; the one and done; the glancer; the headliner; and the avoider.
HR professionals can use these personality types to better understand the workforce, according to Ronni Zehavi, HiBob's CEO, but it shouldn't be used as a definitive guide.
Speaking to HR magazine, he said: “The best teams in today’s modern world of work have a mixture of personality types; there is no one size fits all when it comes to how people engage in the workplace.
“Frameworks, such as our payslip personalities, can help HR leaders get a general sense of the employees in the office and understand how to support them best. But they shouldn't be used to define individuals; they need to be backed with business-specific data.”
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HiBob's researchers found that 46% of UK employees could be described as ‘the one and done’, people who prefer a hybrid model, and are efficient and thorough. These are the most likely to be very pleased with their work/life balance.
Meanwhile 22% fell into ‘the triple checker’ category, meaning that they prefer to be in the office, are motivated by career advancement and had a work-first mentality. A fifth (20%) were classified as ‘the glancer’: people who want a hybrid or remote working model, put work second to their personal life and are motivated by security.
One in 10 (11%) were deemed ‘the headliner’, outcome-driven professionals who prefer a hybrid model, and were the most likely type to be motivated by a fear of job loss.
The rarest type was ‘the avoider’, people who have the least connection to employment, prefer working fully remotely, and are motivated by work/life balance.
Rather than label employees, Zehavi encouraged employers to do their own research to find out the personality types in their workforce.
He continued: “I’d always recommend that HR leaders run employee surveys to understand the different work personalities in teams. These surveys will reveal what people need to bring their best selves to work, and make employees feel heard, more engaged and motivated.”
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Managers can use data like HiBob's to understand how to adjust their management style, suggested Kate Woodward, client success director at transformational leadership and people development consultancy Full Potential Group, speaking to HR magazine.
“Fundamental to being an effective manager is the skill of flexing your personal style,” she said. “When managers understand their own personality, and the personalities of those who work for them, they can adapt their style to suit individual needs.”
Employers who work with personality types should use these insights to improve their decision-making and relationships, said Ian Brett, learning and development consultant at people development solutions provider Insights.
He told HR magazine: “By delving into the unique styles and preferences of teams through structured development tools, HR teams can gain more than just understanding – they can gain the ability to interpret communication and respond in a way that resonates.
“When HR managers recognise and importantly adapt to the unique mix of behaviours, and characteristics in their teams, they can make better decisions, strengthen relationships, and foster an environment in which everyone thrives.”
A team from HiBob surveyed 2,000 employees between the ages of 18 and 54 in August 2024, for the business' UK Payroll Report.
