According to CV-Library’s research, the majority of workers (94.2%) believe that there are key personality traits which make a person more likeable in the workplace. It goes without saying that in every working environment, there will likely be a mix of personalities; some crucial to the success of your business, and others that can quickly turn a workplace toxic if not managed effectively. Below, I will explore the attributes outlined in our research as the top traits which make workers more likeable, explaining how you can utilise these skills and why you need them in your team.
Nearly two thirds (61.85%) of workers ranked positivity as the top attribute which makes people more likeable in the workplace.
Positivity is needed at every level of the business – whether that’s a junior member of staff who is happy to pick up some of the more laborious tasks, or an upbeat leader that can keep staff motivated during the difficult times.
Everyone appreciates a positive person around the workplace, especially when it comes to cancelling out any negativity. A negative working environment can quickly spread like wildfire, so it’s important to make the most of those who have a great attitude, and consider giving them more responsibilities around motivating other members of staff.
It’s always good to have approachable people in your team, because they’re more likely to help others with any day-to-day issues that they may have.
Our study tells us that 40.8% of workers think that being approachable can make you more liked in the workplace, so try to foster a working environment which is open and honest.
Your employees should feel as if they can come to you if they have any issues at work, so it’s important that this policy stems from the top. You can also use some of these individuals as mentors for other members of staff that may be in need of coaching in certain areas.
Sense of Humour
Every workplace needs an element of fun in it and a team member that is able to lighten the mood when the environment becomes stressful or manic can go a long way to improving morale across your team.
People with a sense of humour are great for keeping morale high in the workplace, organising team social events and dealing with customers.
That said, it is important to get the balance right here. Everyone’s sense of humour is different and you don’t want to promote an unprofessional working environment and take people’s focus away from the real purpose of their jobs (to work!).
People usually appreciate a colleague that is happy to be honest (but not too honest!) with us. According to our study 23.7% think that this trait can make someone more liked in the workplace.
Someone that isn’t afraid to voice their opinions, in the right way, is more likely to be respected by their peers and seniors.
Furthermore, no-one wants to work with someone that lies all the time and fails to tell the truth if they’ve messed up. Individuals that are honest make great managers, because they are able to give strong feedback to colleagues around anything that has or has not worked, and can ensure that both parties work together to solve the issue.
We also found that 28.6% of workers believe that compassion is a key trait in the workplace. This can be anything from offering emotional support to a colleague or direct report, or giving an employee time off work if they’re going through a particularly hard time.
People who act compassionately are often perceived more strongly as leaders and will be more respected in the long run. We all appreciate acts of kindness in the workplace, even more so if we’re struggling at that particular moment in time.
Over all, it’s clear that there are key traits that make employees more likeable in the workplace, and it’s important to consider these facts when interviewing for new members of staff. Employees that are approachable, honest, positive, compassionate and have a sense of humour, will always be some of the most respected around the workplace, and in order for your team to work effectively, there needs to be a balance in all these areas.
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