The definitive verdict table. Every major personality test used in workplaces today — examined on its own terms, using its publishers' own words, the independent evidence, and the selection research. What each claims, what the data shows, and what to use instead.
HR is adopting AI at speed - 39 per cent of HR functions already use it - while engagement sits at a global low of 20 per cent. Whether AI helps depends entirely on where you point it. Pointed at measurement, it makes the thermometer faster. Pointed at the action gap - the manager's weekly conversation, coaching, fitting work to the person - the evidence says it can move numbers nothing else has moved.
Two million people a year take the MBTI, and 88 of the Fortune 100 use it. Yet up to half of retakers get a different type within five weeks, the publisher's own website says it cannot predict job performance, and the psychology profession moved on decades ago. What "debunked" really means here, why your type still feels so accurate, and what the appetite for self-knowledge deserves instead.
Work preference mapping shows how people actually like to work - how they decide, connect and get things done - rather than assigning them a personality type. Here is what it is, why it matters now, and the story this series will tell.
Contact centres lose a third of their people a year, and most of the leavers are gone within ninety days. The evidence says pay is not the main reason they go - mismatch and management are. Here is what the research shows, and what an operator can actually do about it.
Culture is the way we do things around here. This is how it is derived from the preferences of the people in an organisation, and why the six dimensions are the six they are.
Daniel Pink's research shows that autonomy, mastery, and purpose - not money - drive performance in cognitively complex work. The implications for managers, coaches, and HR professionals align precisely with the philosophy behind Sariio.
Over a century ago, Alfred Adler broke from Freud and Jung to argue that people are not prisoners of their past but purposeful, social beings striving toward self-created goals. His ideas align remarkably with how Sariio measures dynamic work preferences - and challenge the deterministic assumptions underpinning most legacy personality tests.
Annie Murphy Paul's investigation exposed a $500 million industry built on pseudoscience. Two decades later, the same myths still shape how organisations hire, manage, and misunderstand their people.
Decades of research show personality assessments explain as little as 6% of job performance. The evidence demands a rethink.
Gallup's State of the Global Workplace 2026 report delivered a sobering message: global employee engagement has dropped to 20%, its lowest level since 2015. That means roughly four in five workers worldwide are either sleepwalking through their jobs or actively undermining them. The estimated cost to the global economy? $438 billion in lost productivity - every single year.
Good — the essays exist to start conversations. Tell me where you think the argument fails.