Neuroticism, one of the five major Big 5 Personality traits, is a measure to understand a person’s reactivity to negative emotions like anxiety, anger, depression, self-consciousness, and stress.
Most hiring managers are inclined towards hiring ‘extroverted’ talents who look enthusiastic, super-charged with a positive outlook, and display the confidence to handle any situation or are ready to face any challenge.
The common assumption is that an extrovert will foster good vibes in the team and bring in the positive energies to motivate the co-workers in doing their best.
On the other hand, a candidate who appears highly neurotic is less preferred. It is assumed that a neurotic person will not be a great team-player. A neurotic employee’s negativity can affect the morale and productivity of the co-workers. It may sap the energy of the organization.
That’s a big myth!
This view was countered by a research from UCLA Anderson School of Management’s Corinne Bendersky and Neha Parikh Shah at Rutgers Business School, that outlined that extraverts contribute less than what their team members expect, and the contributions they do make don’t prove valuable over time. On the other hand, neurotics rise in status, make more motivated employees and exceed everyone’s expectations.
The Myth of a Neurotic Personality
Traits
Neuroticism is associated with the emotional stability of a person.
Typically, a highly neurotic person (low on emotional stability) is reactive to emotions and very sensitive to environmental stimuli. Whereas, a person low on neuroticism (high on emotional stability) is able to maintain in difficult and stressful circumstances.
Highly neurotic people are too anxious, and find it difficult to sort out their thoughts and cope up with stress, compared to emotionally stable neurotics.
Behavior in the Workplace
In workplace, a neurotic employee is seen as a moody, unfriendly coworker, trapped in maladaptive thought patterns. A worrier who easily gets upset, neurotics at work often look down or irritable. They find it difficult to deal with stress when under pressure and live in the cycle of rumination.
Such co-workers may sound crazy. But hold on! Neuroticism is not a bad trait to have.
Hire the Healthy Neurotics
Healthy neurotics combine high conscientiousness levels with high levels of stress to lead a balanced, cautious mindset.
They can be excellent collaborators who are good at decision-making and don’t take foolish tasks. Their highly competitive nature can prove beneficial to the business dynamics. They are self-motivated by their anxiety and feelings to strive for the best and exceed the expectations of the team.
Take the classic example of Elon Musk, the eclectic innovator, and as Ashlee Musk puts it “Elon gets hyper rational. He’s still able to make very clear, long-term decisions. The harder it gets, the better he gets..”
give up.” -Elon Musk
Neuroticism does not plague or toxify the workplace environment. It’s a big lie. Look through all the Big Five Personality scores. There are hidden clues worth the consideration.
Do Personality Assessment, the DeeperSense Way
Not just the traits, gauge the soft skills and check for culture fit too!
DeeperSense AI gives hiring managers and TA teams the ability to predict human behavior based on both DISC and Big Five Personality Model by taking only an email ID as an input. It builds a complete 360 degree profile of each individual and enables personalization and user-awareness at scale.
Run an instant talent assessment on DeeperSense dashboard to see it for yourself.
And if you’re looking forward to learn about the traits of productive, conscientious talents, read our next article that demystifies: “In pursuit of hiring the conscientious, don’t neglect the procrastinators’.
Yes, procrastination, just like neuroticism, is not a toxic trait.
BLOGGER: Shilpi S Raut
