文章|16人格

工作的不同方面对性格类型的影响也不同。例如，内向的人在与人交往时可能会比外向的人感到更疲惫。而判断型人格的人可能比其他人更难以应对意外变化。这是基本性格理论。（如果您想复习基础知识，我们的理论页面和初学者文章会吸引您……）

您知道自己的性格类型吗？参加我们的免费测试来找出答案。

因此，人们在适合自己个性的环境中工作效率最高，或者至少在不会过分或过快地突破极限的环境中工作效率最高。正如传统的人体工程学可以让我们每天使用的东西更适合我们的身体一样，工作环境也可以“适应”，帮助不同性格类型的人更快乐、更高效——这就是个性人体工程学。

但首先，您可能想确定您的问题所在，而这需要采取个性化的方法。每个人的个性特征和对环境的反应都是独一无二的。所以我将帮助您检查您当前的工作环境是否与您的个性相匹配，然后我们再考虑如何改善。

Oh, and if you’re a manager, this kind of audit is something that you might consider encouraging. It’s an innovative way to remove impediments and stressors and help people achieve greater performance. That can easily benefit an organization enough to justify some good-faith experimentation.

Ready to audit your workplace for your personality? Let’s go. You’ll need a blank notepad or writing app for a few notes.

A Simple, Eye-Opening Test

The first step is easy. We have a great Work Environments survey. It only takes a minute and gives you an overview of yourself in some key areas. (You’ll need to log in or sign up for our site to access the survey.) Complete that survey and check out your results page.

As you review each survey item, think about your current work environment. How does it match up with the needs and preferences shown in your results? Where is there difficulty, if at all? Think of it as a rough percentage of time that you’re significantly outside of your ideal working zone – when environmental factors are inhibiting your best work. Note that down regarding each item in the survey.

Considering your work responsibilities, how could circumstances around any of those less-than-ideal aspects realistically be improved? Also, could you improve them on your own, or would it require permission or support? Note down your ideas.

As a side note, isn’t it interesting to see how differently various personality types feel about some of the questions in that survey? I think that supports the idea that personality ergonomics are important at work. Different things help different types of people work their best. Let’s go a little further.

Looking at Key Areas of Fit

I’m going to pose some questions below, and I’d like you to address each of them in three ways. First, note down where your typical workday falls between the opposite aspects mentioned in each question. (Like, it might be 30% one thing and 70% the other, or whatever.) Second, note down how well (or not) that supports your happiness and productivity. Lastly, note any reasonable ways in which your needs could be better met in these areas.

Here we go.

Do you have lots of active human interaction at work or very little?
Do you frequently create new goals and methods, or are you mostly carrying out existing mandates and established procedures?
Does your work or workplace often aggravate you by clashing with your beliefs, or are you able to perform your duties without feeling personally conflicted?
Does your daily routine involve a lot of unexpected changes of direction and pace, or does it mostly consist of planned, stable courses of action?

Look at that! You now have a personality type ergonomics action list. (Or maybe we should call it a wish list.) And, hey – if your responses indicate that your work environment is a mostly good fit for your personality, be happy! That’s awesome. But if you think that some changes could help, let’s consider how that might happen.

Improving Your Workplace Personality Ergonomics

There may be a lot that you can do on your own to improve the personality ergonomics of your workplace. Your wish list is a guide, so act on it as much as possible – without getting yourself into any trouble. Some changes might require conversations with your coworkers or supervisor.

Now, it might not be the best idea to go marching up to anyone with the little list you’ve created, slap it down on their desk, and say, “All right, we need to talk about some changes!” (But wasn’t that fun to imagine?)

Let’s soberly consider some possible workplace realities. Many company policies simply may not be very flexible. Certain individual accommodations may be perceived as inappropriate special treatment. And finally, some changes may not be possible due to the budget, facilities, or any number of practical constraints.

But none of that should prevent you from respectfully investigating what’s possible. Of course, work is an exchange, and if you’re going to ask for something, it’s wise to consider what might motivate a favorable response from others. I have a couple of ideas for you.

Discussing Your Needs

Framing the situation in a more objective context can help you gain traction with people. Feel free to cite us to lend credibility to the discussion – we’re an internationally respected authority on personality types: To whom it may concern, we hereby attest that different personality types have different needs and do their best work when those needs are reasonably accommodated. There. Read them that. (Or better yet, this whole article.)

Second, you can acknowledge the difference between trying to make work easier and trying to do better work. Neither is wrong, but either may matter more to different people, depending on the situation. Consider this – what perceptible, positive gains do you foresee from changes to your work environment, and who will benefit?

An internal “WIIFM” reaction from others is reasonable, as fulfilling your request consumes resources, on some level. However, helping people be productive, healthy, and happy at work could be considered a prime responsibility of management and a proper goal for peers. And for caring managers and coworkers, it can be satisfying if that care is rewarded in appropriate, work-related ways. Let’s think about how you’ll do that.

Setting a Productive Goal

When proposing any changes, it’ll be important to highlight the benefits that can be achieved. You’re essentially pitching a mini-project. If you can articulate a clear goal and a plan for meeting it – and pledge yourself to that result – you’ll give people more reason to support you. Obviously, your situation is unique, but let’s consider some broad goals that might make sense to discuss.

Comfort and satisfaction. That might sound self-serving, but someone who likes their job is more likely to care about it. Having workers who value their jobs encourages retention and dedication, which is good in any workplace.
Attitude and morale. Being stressed or impeded can ruin your energy and mood, which is not helpful in the workplace. If a change will boost your spirits, that’s a win for everyone – if you’re ready to show it.
Productivity and performance. An obvious, desirable goal for any workplace change is to help you get work done. Demonstrating progress is a powerful argument in favor of whatever you’re asking for.

Explaining how your requested changes can accomplish these things will help people see the value of supporting you. And if you get anyone’s support for improving the personality ergonomics of your workplace, it’s also a super good idea to tell those people how well it worked and how much you appreciate their help.

Conclusion

Seeking change in your workplace can be a long shot and might even raise some eyebrows. It’s up to you to weigh the risks and take a balanced, reasonable approach. But it might be worth it. It’s not uncommon to get problems like a broken chair fixed or to get some window shades installed when the sun blinds you. This isn’t so different.

The value of a healthy physical work environment is widely acknowledged, as is the importance of morale and productivity. Most companies try hard to motivate and protect their workers. It’s not unthinkable that those goals are served by meeting individual needs related to personality type.

If higher cubicle walls can boost an Introverted employee’s energy and focus, I think it’s a reasonable accommodation to consider. If a capable Extraverted worker is lonely and listless on the quiet night shift, it might be a great move to put them in a more dynamic setting. These things make sense, when you understand personality types – which we’re here to help you do.

当人们接受不同性格类型的人对相同事物的体验会有所不同时，就会创造机会来最大限度地提高工作场所的“适应性”。辣椒对某些人来说是美味的刺激，对另一些人来说是令人不快的痛苦，所以把它们放在办公室午餐的每道菜里是没有意义的，对吧？嗯，我认为迎合个人基于个性的需求同样是明智的。

进一步阅读

管理人员：查看我们的团队评估——它们可以帮助您提高团队的士气和绩效。
如何调查您的性格类型与职业的兼容性：练习
在家工作的压力和性格类型
如何根据性格类型度过新工作第一天
尝试我们的职业工具和评估套件，以了解有关您的工作偏好、职业价值观、工作倦怠等的更多信息。