Using personality type to engage and retain remote, hybrid and office-based workers

Abstract

PurposeThis study aims to investigate the attitudes to remote, hybrid and nonremote working, and how these are influenced by personality type and other factors. By understanding these relationships, recommendations for navigating the changing work environment can be developed.Design/methodology/approachA total of 443 people, comprising a mix of remote, hybrid and nonremote workers, completed an anonymous online survey in which they were asked to provide their Myers-Briggs type indicator (MBTI) type preferences, demographic information, views about their job and (as appropriate) information about their home working environment and views on remote working and/or their workplace environment and views on nonremote working and/or on issues specific to hybrid working.FindingsDifferences between employees’ preferred amount of remote working and the actuality of their job was a key determinant of whether they were thinking of leaving, suggesting that mandating a return to the workplace could result in the loss of valuable employees. Other factors included managerial support, workplace inclusion and the interaction of personality type. Personality-type considerations were also important in making the office an attractive place to return to, with Extraversion–Introversion a key area.Originality/valueThe MBTI framework is already widely used for leadership development, teambuilding and other applications. Taking personality type into consideration when planning the future of hybrid working in an organization allows human resources teams to build on existing knowledge to achieve a smooth transition.