Weavee - Discover your career

The Science of Teams

The smartest way to reach your human capital potential

By understanding inbuilt Team DNA and role design you multiply team growth potential and prepare yourself for the Future of Work.

As a leader it is vitally important to understand what motivates the individuals on your team so you can help them reach their potential. It is an unfortunate reality that daily life often includes numerous (and often unexpected) obstacles to achieving our goals; this is where Weavee can help you

We use modern techniques and tactics to help people in the workplace and to improve your Team DNA









Our data model comprises 10,000's of unique job industry datasets

Every day Weavee analyses thousands of job descriptions to identify patterns in the personality and skill requirements of job descriptions. Our Live Personality Matrix is able to answer questions using globally aggregated datasets

e.g. Are programming jobs really suited to Introverts?









We build benchmarks and patterns identified from 1mil+ community fed datapoints

Using both our Linguistic Analytics and Big Five psychometric data pools Weavee is able to provide recommendations on organizational culture gaps and accurately measure progress towards enhanced Team DNA

e.g. Hiring more adventurousness personality types will improve level of innovation

We based our approach on the most credible of all the motivation tools, the “Big 5”









The foundation of modern professional psychology tools

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In order to foster your team’s human capital potential, a strong foundation is needed from which to build from. At Weavee, our foundation takes the form of an empirically-backed methodology, rooted in the field of personality psychology

Although the theories date back many years and examines personality from many domains, the modern science and research has advanced significantly. With an academically-supported approach, we’ve condensed the most relevant and informative elements of that research, to help you understand the key which will help unlock your team’s true potential

Personality Measurement

Our measurement tool is a survey generated from the International Personality Item Pool (IPIP) a scientifically developed inventory of items developed for the purpose of measuring personality (Goldberg et al, 2006). Our 120-item survey offers a reliable way to get an accurate measurement of your personality as it relates to the Big 5

Motivation

The impact an individual’s personality can have on their work life has obvious influences on their motivation as well. Researchers studying the effect of personality on motivation have suggested a clear link between certain facets of the Big 5 and motivation (Parks, & Guay, 2009). This link remains present, even when controlling for the details of how one defines “motivation” (Judge, R. Ilies, 2002). Furthermore, neuroticism has been linked to a concept known as self-efficacy (related to self-confidence) which has been shown to significantly influence levels of individual motivation (Judge, Erez, & Bono, 1998, Bandura & Locke, 2003)









The components of our approach

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The scientific sub-field of psychology dates back to the 19th century, when researchers began to study how relevant aspects of personality became encoded in language (Galton, 1884). Fast-forwarding over 130 years and multiple different models scientists have finally agreed on the Five-Factor Model, or “Big 5” (Costa & McCrae, 1992, and Norman, 1963), a model of personality which offers a robust and easily understood platform from which personality as a whole can be understood and performance predicted

Openness

Openness

Openness indicates the level of curiosity, creativity and a preference for novelty and variety of individual experiences
Conscientiousness

Conscientiousness

High levels of conscientiousness suggest that an individual tends to be highly organized, dutiful and self-disciplined
Extraversion

Extraversion

This is often viewed as the sociability trait. It reflects the degree to which an individual finds social interactions stimulating and exciting
Agreeableness

Agreeableness

Agreeableness indicates the level people go to to be accommodating and agree with others to achieve social coherence
Neuroticism

Neuroticism

Although often viewed as a “bad” trait, in reality, there is no such thing as a good or bad trait. Neuroticism is best understood as the level to which an individual is in touch with their emotions

How Weavee applies to the workplace









You can understand how your organization can be designed to successfully motivate teams

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Although understanding individuals through the lens of personality can seem unnecessary or “just for fun”, it offers self-awareness akin to turning on a light in a dark room

In the context of the workplace, personality facets related to the Big 5 have been suggested to be influential on an individual's satisfaction, perceived organizational fit (Judge and Cable 1997), interview outcomes (Caldwell & Burger, 1998), and, in some cases, overall performance within an organization (Hogan & Holland, 2003)

Even before an applicant begins a job, studies have suggested that individuals with high scores of extraversion were more drawn to jobs which emphasized a team, whilst those high in agreeableness were drawn more to companies emphasizing employee support (Judge and Cable 1997), and more conscientious applicants were more drawn to large organizations (Lievens, Decaesteker, Coetsier, and Geirnaert 2001)

Most tools can measure preferences and motivations, but they leave you saying “so what?”

We tell you how to apply the insight...

Pros: Employees who value collaboration will work well in teams and are able to successfully delegate and complete tasks while enjoying the process

Cons: Although employees who value collaboration enjoy working with people, the group environment could serve as a distraction, sacrificing focus for socializing

What would be the effect of reducing this score?

Pros: Employees who don’t value collaboration highly may produce excellent work when able to work independently and autonomously, and may be less susceptible to social distractions in group settings

Cons: Individuals who don’t value collaboration may have difficulties in the team setting including: hesitancy to rely on others, difficulty delegating or being delegated tasks and negatively influence the overall group dynamic

How Weavee applies to YOUR workplace









Combining modern workforce analysis for actionable insight

Ever wondered how to build the best team possible using modern tools and not rely on gut instinct? Then you are in the 3% of change leaders championing modern ways to attract and engage talent. Using previously hidden data it is possible to understand the layers of a team, to build a team which outperforms it's peers and additionally champions unbiased and diverse ways of thinking









The insights we help you uncover will enable a laser focus toward improved team performance

With Weavee providing you recommendations on your team alongside how to engage them it is possible to engineer the strategy and foresight which will transform your approach to people management, enabling you to reduce attrition and Team DNA