Human Resources

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Understanding how to stimulate collaborators and what the profile of each of them is is a necessity. What is the point of having absolutely qualified professionals if, in practice, they do not perform sufficiently? The reasons for poor performance can be diverse, such as adaptation to the organizational culture of your company or even the ability of the collaborator to occupy or not occupy a certain function. Therefore, the DISC evaluation can be useful. In addition to remuneration, lack of recognition, professional stagnation and low productivity are the main causes of employee dissatisfaction in different Latin American countries.


That is, they are problems that can be solved by understanding the Phone Number List behavioral profile of the collaborators . After all, placing each professional in a position that is most suitable for them, for example, will increase their productivity and satisfaction in the work environment, also helping to retain the company's talents . What are the 4 behavioral profiles of the DISC evaluation? The first time the concept of DISC appeared in the late 1920s in the book The Emotions of Normal People, written by psychologist William Moulton Marston, the same creator of Wonder Woman. It is one of the most precise evaluation tools and attempts to better understand the behavioral pattern of individuals .





It has several uses, for example, Human Resources teams can use this evaluation in a recruitment process or to identify the points that collaborators should develop. It can also contribute to improving internal communication and understanding between the professionals on your team. Motivation, management, orientation, in short, the possibilities of using DISC are the most varied. But in practice, what does this acronym mean? Dominance, Influence, Stability and Compliance , which are the 4 behavioral profiles used within this concept and, therefore, we are going to explain to you what each one means.