Want to assemble a super team of workers? Here is your guide to minimising conflict and assigning the right workers to the right tasks.

There have been many examples in popular culture of dissension in the ranks spoiling a good product. As an example, for years we had two different versions of Australian rock group The Angels touring the country, one fronted by Doc Neeson and the other comprising of the other members of the original band, because they fell out with their former singer.

In another instance, Bill Murray was famously punted from the titular role in Charlie’s Angels and replaced by Bernie Mac, because he derived great joy in telling co-star Lucy Liu that her acting chops weren’t up to scratch.

The same applies to the workforce. If you are going to put together a wicked team that clicks on all cylinders, having individuals at each other’s throats can wreck the entire system. Here is how you can handpick the perfect squad for the task at hand.

Employ an effective screening process 

The process of putting together the perfect team begins in the recruitment process, where it is vital to separate the communicators from the retaliators. In the end, for a team to succeed, they have to be able to communicate with each other effectively.

One strategy that an employer can employ is to inject some questions in the interview process that ascertain how well the prospective employee can relate to others. Can they understand? Can they empathise?

Another thing to remember is that patience is a critical asset, so perhaps you can test your subjects by making them wait…and wait. How do they react? Are they starting to get stressed or show signs of agitation? These  could be trigger points.

Straying from the normal line of interviewing can be beneficial as well. For example, don’t be afraid to throw a trick question or two in the mix as well, because listening is critical to strong communication. If they can pick your tricks, then they are likely to be a strong team player in your organisation.

The science of personality

A global survey revealed that 78 per cent of CEOs believe personality is the most important aspect in the hiring process, even well above skillsets. That goes all the way to the top, with Virgin CEO Richard Branson summing it up best when he said: “Most skills can be learned, but it is difficult to train people on their personality.”

Here are the five broad dimensions of personalities that you should keep an eye on:

• Extraversion: The social butterfly, the life of the party. This trait usually determines good leadership material, although introverts can carry this tendency as well. These are the ones most likely to chat the most in the workplace, to anyone willing to lend an ear. These are the kind of people best groomed for leadership roles.
• Openness to experience: Variety is the spice of life for those in this group, and the routine or mundane may bore or frustrate them. They can question authority, but embrace new ethical, social and political ideas. When you are looking to innovate or break new ground, these can be the team players to turn to.
• Agreeableness: They are happier, kinder and more selfless. Studies have shown they soak up training better than others and are the strongest workers where teamwork is critical.
• Conscientiousness: These are the most organised, hard-working, nose-to-the-wheel kind of worker. They have strong ambition and plot their every move to get the job done. These are the types of workers that will respond well to deadlines, goals and achievements.
• Neuroticism: Worried, insecure, self-conscious, temperamental. This can result in some particularly dynamic work, though.

What to do if conflict arises 

If two workers clash, it’s obviously critical that you interrupt the conflict. While a firm hand is required when stepping in between two warring parties, it is not the sole solution to the problem.

In many cases, the problem on the surface is not the real issue causing the simmering tension.There could be issues at home causing angst, history between the two, and any other of a raft of issues that can be brought to light by simply talking it out.

It is important to speak to all parties, together and separately, as well as other team members. Once this problem has been extracted, it becomes possible to work through it and find an amicable resolution.

To put together your super team of workers, it is important to always remember them as people first, rather than just employees. By working out personality types, strengths and weaknesses and stepping in when issue arise, harmony can be achieved and workplace outcomes maximised. And don’t be a Bill Murray—that type of management doesn’t tend to work out too well.

For more tips on the perfect workplace environment, follow the ZACK Group’s LinkedIn page here.