Agreeableness and Job Performance: The Secret to Success?

When it comes to personality, no two people are the same. Yet, certain personality traits are preferred to others in the workplace. Agreeableness is one such trait.

It tends positively affect job performance, especially when working within a team.

But how exactly does agreeableness influence job performance? What are the advantages and disadvantages of agreeableness in the workplace? Find out below.

The Impact of Agreeableness on Job Performance

Research highlights a strong relationship between agreeableness and job performance when present in unison with conscientiousness. Agreeableness is particularly beneficial in job roles requiring teamwork, where collaboration is essential.

Agreeableness and Conscientiousness

Conscientiousness and emotional stability have long been the personality traits most associated with job performance. However, evidence is beginning to reveal the importance of agreeableness, too.

Research suggests that agreeableness actually improves the job performance of conscientious workers, especially when their roles are collaborative.

In fact, among highly cooperative jobs, low agreeableness scores cancel out the positive impact of conscientiousness on job performance.

So, if you find yourself working with a team, there is no point of having one without the other!

Agreeableness and Teamwork

Agreeableness also appears crucial for job roles requiring cooperation.

Evidence shows that agreeableness is positively related to job performance when interpersonal interactions are necessary, such as working within a team.

It’s safe to say there’s much to be admired about an agreeable individual. They’re often hard-working, can aid the integration of a team, and will often be liked by many.

Is Agreeableness a Valuable Trait in Leaders?

Despite their cooperative nature, agreeable people might not always be the best pick for managerial roles.

Although agreeable leaders have been praised within student samples, agreeableness isn’t thought to be a desirable quality for leaders in business, government, or military settings.

This could be due to their want to be liked, undermining their ability as authoritative figures.

Pros and Cons of Agreeableness in the Workplace

So, you’ve seen evidence of the relationship between agreeableness and job performance in the workplace. Below, you’ll find the positives and negatives of this personality trait.

Pros of Agreeableness in the Workplace

Agreeableness should feature in any workplace as it has many benefits. Here are the pros of agreeableness in the workplace:

• Strong team members: Agreeable individuals collaborate well and put their colleagues first, making them valuable team members.
• Well-liked: They’re truthful, trustworthy, and won’t be caught in a lie, making them well-liked among their peers.
• Follow the rules: They stick within the guidelines of the role and won’t display counterproductive work behavior.
• Improve team integration: An agreeable employee’s communicative and collaborative skills can be the glue that holds the team together.
• Put others first: They’ll put the needs of the business and their colleagues first, working hard because they’re invested in helping the company succeed.

Cons of Agreeableness in the Workplace

While there are many positives to agreeableness in a professional setting, this personality trait also has drawbacks. Let’s take a look:

• Struggle to assert themselves: Being able to assert your wants and needs is essential in any environment, including the workplace. This may lead to poor performance.
• Self-sacrificing: Part of putting others first is prioritizing the needs of colleagues over themselves. If they’re constantly saying “yes” without thinking about their own health, time and wellbeing, this could result in burnout or illness.
• People-pleasing: This quality may make for a poorer manager because they’ll likely be more people-focused than business-focused.
• Poor authority figure: Agreeable leaders may be viewed as friends rather than authority figures, impairing their leadership ability.
• Hindered professional progression: As they prioritize others before themselves, an agreeable person may stay in one role while helping others climb the professional ladder.

Spotting Agreeableness in the Workplace

Trying to spot agreeableness in the workplace? You’re not the only one.

High levels of agreeableness are typically highly sought-after when working in synergy with others is essential to the task. Low Levels? Not so much.

High Levels of Agreeableness

Agreeable individuals tend to be easy to get along with. They favor collaboration over competition, so they’re typically well-liked among their colleagues. And you won’t find them breaking the rules. Agreeable people are generally sticklers for rules and regulations, possibly making them popular among management.

But, on the flip side, an agreeable individual may find it challenging to assert their wants and needs in an attempt to please others. This may cause difficulties when you have an agreeable individual as a manager.

But, agreeable characteristics are generally constructive in most work environments; often, you’d want an agreeable person on your team. So, what do low levels of agreeableness look like?

Low Levels of Agreeableness

Someone scoring low on agreeableness is more likely to be hostile, competitive, and antagonistic. They’ll also find it more difficult making and maintaining friendships, often having disagreements with peers. Needless to say, they aren’t the best at working within a team!

Those with low agreeableness scores are more prone to deception and secrecy. And you can think again if you expect them to put you first. Disagreeable individuals typically think of themselves as number one.

The Bottom Line

If you’re looking to improve job performance, agreeableness is a personality trait that fits the bill. With the tendency to be collaborative, honest, and well-liked, it’s not a wonder agreeable individuals are highly sought-after in some workplaces and roles.

Yet, it’s not all roses. Agreeableness may leave an individual unable to progress and less respected as an authoritative figure.

Ultimately, it’s also best to keep in mind that job performance is influenced by many different factors other than personality, such as past experiences, given circumstances and personal resources.