We have all seen it happen. A candidate looks perfect on paper, nails every technical interview, and arrives with glowing references. Yet, six months later, the team dynamic is off, productivity has dipped, and that star hire is looking for the exit. The problem usually isn't their ability to do the job; it is how they do the job alongside everyone else.
When a new hire doesn't mesh with the team's established ways of working, the friction creates a ripple effect. It leads to miscommunication, decreased morale, and eventually, the high cost of turnover. Most leaders recognise that 'culture' matters, but few have a repeatable, objective way to measure it before someone signs a contract.
At Compono, we believe that understanding the 'why' behind team behaviour is the first step toward fixing these gaps. By moving away from gut feelings and toward data-driven insights, you can ensure that every new addition strengthens your existing culture rather than diluting it.
For decades, 'cultural fit' was often code for 'someone I would like to have a drink with'. This subjective approach is not only prone to unconscious bias, but it also fails to predict actual performance. A true team fit assessment focuses on work personality – the natural preferences and motivations that dictate how someone interacts with tasks and colleagues.
High-performing teams are rarely made up of identical personalities. In fact, too much similarity can lead to groupthink and blind spots. The goal of an assessment should be to find 'culture add' rather than just 'culture fit'. This means identifying what is currently missing from your team and finding a candidate who brings those specific strengths to the table.
For example, if your team is full of visionary 'Pioneers' but lacks someone to handle the execution, hiring another big-picture thinker won't help. You likely need a 'Coordinator' or a 'Doer' to bring balance. Understanding these dynamics allows you to build a diverse, well-rounded unit that can handle any challenge.
Our research at Compono has identified eight key work activities that all high-performing teams must perform to succeed. These include Evaluating, Coordinating, Campaigning, Pioneering, Advising, Helping, and Doing. When one of these areas is neglected, the team's overall performance begins to suffer.
A team fit assessment helps you map your current employees against these eight actions. This 'People Intelligence' allows you to see the heat map of your team's collective personality. You might discover that while you are excellent at 'Pioneering' new ideas, you consistently struggle with 'Evaluating' risks or 'Coordinating' the final delivery.
This is where the Compono Hire platform becomes invaluable. It allows you to select the specific work personality you need for a role based on your current team's gaps. The system then automatically scores and ranks candidates in real time based on how well they fill that specific void, ensuring your next hire is exactly what the team needs to reach the next level.
Personality does not just affect what work gets done; it dictates how it gets done. Our work personalities influence everything from our preferred leadership style to how we handle conflict. Some people naturally gravitate toward directive leadership – preferring clear structure and control – while others thrive in democratic or non-directive environments.
When you conduct a team fit assessment, you gain a manual for how your team should be managed. If you have a team of 'Auditors' who value detail and precision, a hands-off, non-directive approach might lead to anxiety or a lack of direction. Conversely, a 'Pioneer' will likely feel stifled under a highly directive manager.
Understanding these preferences helps leaders adapt their style to suit the person. It also helps team members collaborate more effectively. When a 'Campaigner' understands that an 'Evaluator' isn't being 'negative' but is simply fulfilling their natural preference for risk assessment, conflict turns into constructive dialogue.
You can explore these different types in detail, such as The Evaluator or The Campaigner, to see how these traits manifest in daily work life. Knowing these profiles helps you move from 'working together' to 'synchronising'.
So, how do you actually start using these insights? The process should begin with your existing team. By having your current staff complete a work personality assessment, you create a baseline for your culture. This isn't about judging performance; it's about understanding the 'DNA' of your group.
Once you have this map, you can use it for:
The Compono People Intelligence Platform provides these insights at a glance, allowing managers to see where their team excels and where they might be at risk. It turns the 'soft science' of people management into a hard asset for the business.
A team fit assessment is an objective way to measure how a candidate's work preferences, motivations, and personality align with an existing team's dynamics and the specific requirements of a role.
While cultural fit often relies on subjective 'gut feelings', team fit assessment uses data to identify 'culture add' – the specific traits or skills a candidate brings that will complement and strengthen the existing team.
Yes. By focusing on objective data regarding work preferences and behaviours rather than personal background or 'likability', personality assessments help ensure a fairer, more meritocratic hiring process.
At Compono, we identify these as Evaluating, Coordinating, Campaigning, Pioneering, Advising, Helping, and Doing. A balanced team needs a mix of people who naturally gravitate toward these different activities.
It is best practice to assess team dynamics whenever you are hiring, promoting, or restructuring. Regular check-ins on team personality can also help managers adapt their leadership style as the team evolves.