skip to Main Content
Teamwork & Collaboration

In most industries, teamwork is mandatory, and usually unavoidable. Because collaboration with coworkers is something that most people have to do at work, it’s better to make sure that the people you hire can be team players.

Teamwork and Collaboration entails building and maintaining cooperative relationships at work with coworkers and helping to reach a group goal.

Teamwork and Collaboration scales

The group of scales that make up a competency are shown visually in an assessment as a competency model. Colors indicate whether or not a candidate falls in a preferred range for each scale.

The group of scales that make up a competency are shown visually in an assessment as a competency model. Colors indicate whether or not a candidate falls in a preferred range for each scale.

The Assess Personality Survey measures innate characteristics that impact how a person interacts and works with coworkers to achieve a common goal.

  1.  Sociability

    Working effectively with coworkers takes being comfortable around them. If a person prefers to work alone and finds being around a group of people uncomfortable, they probably don’t have a strong ability to be social.

    When a person falls on the low end of Sociability, it means they prefer to be alone while working. These employees are comfortable doing tasks on their own and tend to stay away from larger groups of people. This doesn’t mean a person on the low end of Sociability doesn’t like other people, just that they prefer to be in smaller groups or even alone when doing a job.

    The high end of this scale includes people that are completely comfortable at communicating with their coworkers so that a task can be completed. The danger of being too social is present here and some people on the extreme right of this scale may find themselves overemphasizing social interaction at the expense of getting a job done.

    The middle of this scale is the best place for employees who need to interact with each other to be. These employees are social enough that they can be productive with others to achieve a goal or finish a task, yet not so social that they’d spend valuable time conversing with coworkers and delaying work. The bottom line is that a person needs a certain amount of sociability to be communicate and cooperate with other employees at work.

  2. Positive About People

    Having a positive outlook on people and their opinions is important when working in a group. Employees who know how to work with people rather than being critical and negative towards others are the best when it comes to teamwork and collaboration.

    Employees who fall on the low end of this scale tend to be critical of their co-workers. This may make working as a team difficult since these people are often untrusting of others’ ideas. This could make others feel uncomfortable and inhibit productivity for the sake of someone’s personal preferences. To the extreme, employees may be intolerant of other people’s opinions and find it harder to recognize their coworker’s abilities and achievements.

    On the higher end, people are usually able to create a positive work environment. These employees are more likely to trust other people’s opinions and concentrate on the good aspects of coworkers. When members of a team fall on this end of the scale, they’re more likely to cooperate together productively without tearing down each other’s ideas and bringing criticism into the mix.

  3. Need to be Liked

    Most of the time, when a person feels the need to be liked, they’ll act toward others how they wish to be acted upon. Much like the “Golden Rule” to treat other’s how you wish to be treated, this scale deals with being approachable and cooperative rather than being competitive and possibly preventing working relationships with co-workers so that a person’s need to be liked is met.

    On the left side of this scale, employees are seen as being stand-offish and only concerned with themselves and their own work over the work and goals of a team. Landing on this side means a person is more likely to disagree or take an unpopular stance since they aren’t as worried about being liked by other people. However, this may involve arguing against something for the sole purpose of disagreeing or “stirring the pot.”

    On the right side of Need to be Liked fall people who are generally approachable, likeable, and cooperative. These employees make the best team members because they give what they want to receive. They easily make each other feel valued and integral to the team, creating a work environment that’s sure to be friendly, effective, and productive.

  4. Optimism

    Whether or not a person has a generally negative attitude could impact their performance at work. This scale takes into account how positive of an outlook a person has, and considers how this outlook affects the ability to work productively as a team. Are your employees hindered by pessimism within the team, or do they generally stay consistent with an optimistic state of mind?

    Goals are sometimes hard to achieve, especially with a gloomy attitude. The low end of this scale represents those who are tend to have a negative perspective about things. Often if setbacks occur, these are the people who have a hard time persevering and continuing on with a set plan. When cooperating together as a team, people who fall low on this scale may be seen as resistant, overly-concerned, and their negativity may affect other members of the group in an unfavorable way.

    Having a high sense of optimism works well when employees need to work as a team. The ability to maintain a positive perspective when working with the team to attain a goal is critical. Optimism keeps people moving forward, because they believe there is something to look forward to. Without optimism, employees may feel like there is no means to an end, or that a goal cannot be reached.

  5. Self-Reliance

    Working as a team requires relying on each other and motivating each other to do the best work they can so that everyone can work together towards attaining a goal. Are your employees often unwilling to accept help from the team or even reluctant to cooperate with coworkers? They may have too much self-reliance.

    Employees who fall on the lower end of this scale are often seen as the team player. They seek advice, help others, and discuss plans with their team before taking a big action. People like this work well in teams because they are comfortable sharing responsibility with others.

    The high end of this scale represents those who prefer to work alone. These employees usually don’t like having to seek advice or discuss plans, even if they need to. They are likely to take initiative and are willing to assume responsibility for actions, and although these are good qualities to have, these behaviors could easily inhibit a team’s ability to collaborate and achieve their goal.

Teamwork and collaboration are things that have to happen in most companies, and are often inevitable. If employees can’t work together and rely on one another to complete tasks, then there is a higher risk of things not being completed on time, or at all, and frustration amongst employees who can’t work appropriately in a group could hinder productivity.

It’s important to find out whether or not a person can handle working with others before they’re hired. Doing so helps your company avoid teamwork problems among employees. Where do you think your employees fall in this competency? Could this be improved?

To learn more about using competency models to predict success, download our Competency Spotlight eBooks for Corporate Managers, Retail Managers, or Restaurant Managers.

The Competency Spotlight series focuses on the personality traits measured by OutMatch assessments, and how these traits impact performance. No one measure can say with 100% accuracy how an employee will behave, but considering these competencies can help you identify candidates that are ‘prewired’ to be successful in a particular job type.

Back To Top