A study conducted by our German Extended DISC colleagues shows an interesting correlation between satisfaction surveys and the creation of person analyses - but first a little background.
A large German home furnishing store had Extended DISC Person Analyses conducted on all employees in purchasing, sales, warehouse, administration and distribution.
The composition of the profiles in relation to their work tasks varied a lot from department to department. We will take a closer look at this below.
A satisfaction survey was then conducted in the normal way, with anonymity and each person having their own response code, so that it was possible to see the results for one group afterwards.
The extraction of the results per department, which can be seen below, was not surprising, as there is usually always a spread in terms of responses and satisfaction.
To what extent do you experience trusting communication with your colleagues?
| Score / department | Purchasing | Sale of products | Warehouse | Administration | Distribution |
| +5 very satisfactory | 4 | 11 | 0 | 3 | 3 |
| 4 Satisfactory | 2 | 3 | 3 | 4 | 4 |
| 3 Neutral | 1 | 2 | 1 | 3 | 3 |
| 2 Unsatisfactory | 1 | 3 | 0 | 1 | 2 |
| 1 Very unsatisfactory | 0 | 0 | 0 | 0 | 1 |
| Averages | 4,12 | 4,15 | 3,75 | 3,81 | 2,69 |
What was interesting, however, was when the results were compared to their analysis and their primary behaviour.
To the question:
To what extent do you experience trusting communication with your colleagues?
The illustration below shows only the respondents' primary driver.
The result under each behaviour shows what the average score was for people with that behaviour.
In addition, we have taken the sales department as our starting point, but would like to emphasise that we could have chosen any of them.
| Behaviour | Average score related to behaviour on this question |
| D- behaviour | 3,5 |
| I - Behaviour | 4,9 |
| S-behaviour | 3,6 |
| C-behaviour | 2,3 |
| Collected | 4,15 |
As can be seen in the illustration above, the overall satisfaction is 4.15. It also shows that there is a big difference in the experience depending on the primary behaviour. This can give rise to a dialogue about who experiences what in the department, and thus increase satisfaction in the department.
People with D, S and C behaviours as their primary motivation are on average far below people driven by influence, i.e. the I behaviour.
What could be the reason for this?
For people with high D behaviour, the cause could be, for example:
- That they don't want communication
- That they experience too much talking without purpose/goal
- That they don't want the involvement
For people with high S behaviour, the reason could be
- That they experience communication as superficial
- That they do not experience trusting communication
- That they want time for reflection
For people with high C behaviour, the cause could be
- No interest in dialogue - wants immersion
- Lack of trust in others - just talking
- Letting those who need to speak speak - staying quiet
As a manager, this information can be used to consider the communication style in the department and their satisfaction with the different questions.
We found a surprising correlation between people's scores and their persona analysis, which forms the basis of this short article. If you are interested in the above and how we can help you put together surveys and persona analyses, you are very welcome to contact us.
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