Can Conscientiousness Really Predict Your Star Performers, or Is That Overhyped?

Many studies have explored the links between the Big Five personality traits and career success, and the results have been consistent and conclusive. Of the five traits, Conscientiousness is the greatest predictor of career achievement, and of success in life in general.

As a manager, you may be aware that trait Conscientious describes people who are organized, reliable and disciplined, the ones who set clear goals and follow through on their commitments. Your highly Conscientious team members keep standards high even when nobody is watching. These are desirable behaviors in the workplace, and they’re often recognized with faster promotions and a steady stream of stretch projects and job offers. There’s a reason Conscientiousness has been called the ”alpha” trait. 

But has the focus on Conscientiousness gone too far? Even if Conscientious employees are more successful overall, is possessing higher-than-average levels of this trait really necessary for impressive career accomplishment? Have we reached the point where Conscientiousness is actually overrated, while other traits are now underappreciated?

For managers these are questions worth asking, especially if you’re seeking to build a high-performing team.

Conscientious Employees are High Achievers—Except When They’re Not

In 2019, researchers from the University of Minnesota looked at data collected from 92 studies that examined the relationship between personality traits and professional performance and advancement. These studies measured success over 175 occupational variables, all of which could be used to objectively rate career achievement.

With an enormous quantity of data to analyze, the researchers discovered that Conscientiousness was the Big Five personality trait that best predicted work-related success. Highly Conscientious people scored better on factors such as career earnings, history of promotions, the capacity to learn new skills, maintaining a good work-life balance, and reporting a high level of job satisfaction.

These results have been verified in other research projects, and they aren’t exactly shocking. Adjectives like disciplined, focused, punctual, responsible, hard-working, efficient, highly organized and goal-oriented are often used to describe Conscientious individuals, and these characteristics would be considered virtues by almost everyone. They’re certainly traits that managers prize in their employees, and are ready to praise and reward when they find them.

But the link between Conscientiousness and professional achievement is not as clear-cut as it might seem at first glance.

How Much is Too Much Conscientiousness?

While Conscientiousness is beneficial in general, multiple studies have found that people with a moderate level of this trait actually enjoy more career success on average than people with a high level. Highly Conscientious people are vulnerable to perfectionism and obsessive-compulsiveness. They may show a type of toxic productivity where they’re always “on” and squandering valuable time on unimportant details as they strive for a level of excellence that always remains just out of reach.

Other studies also show that Conscientious people can sometimes be blessed with too much of a good thing. 

In a 2018 study published in the journal Psychological Science, researchers introduced data showing that Conscientiousness only resulted in occupational success when its level closely matched the requirements of the job. In other words, when a particular job required a moderate level of Conscientiousness, those that possessed a moderate level were the star performers that managers are always seeking. The same applied to jobs that required high levels of Conscientiousness, when those positions were given to people who rated highly for this characteristic.

In contrast, when highly Conscientious people were placed in jobs that only required a low or moderate level of this trait, these individuals generally didn’t enjoy a lot of career success. In fact, people with low levels of Conscientiousness actually performed better in jobs that required high levels than those with high levels placed in jobs that required low levels. This rather astonishing discovery suggests that highly Conscientious people may lack adaptability in some circumstances, so if the job requires a lot of improvisation and comfort with ambiguity, their usual strengths can start to work against them.

The Stress Correlation

Vulnerability to stress is another issue that can undermine highly Conscientious people. A 2015 study published in the Journal of Organizational Behavior explained how challenging conditions or unexpected developments at work can trigger stronger-than-average stress reactions in these individuals, which often interferes with performance. In simple terms, highly Conscientious employees may struggle to cope with stress-filled jobs, despite all the achievement-oriented qualities they possess.

When Conscientiousness is NOT the Best Predictor of Career Success

In the Psychological Science study just mentioned, vocational experts in various fields were asked to evaluate which Big Five characteristics were needed to perform specific jobs at a high level. Researchers then cross-referenced these evaluations with the Big Five testing results and career earnings data of real-world employees, to see if possessing the “right” personality traits predicted career advancement.

What they found was a strong connection between personality fit and job success, regardless of a person’s personality profile. This meant that jobs or work-related tasks that required relatively high levels of Openness, Agreeableness or Extraversion, or relatively low levels of Neuroticism, were performed most successfully by people who possessed the required characteristics. For example: 

• The top performers in creative roles are usually those who display an abundance of Openness. Highly Conscientious types aren’t that well-represented among high-achieving creators.
• In positions where frequent social interaction is required—like in sales or public relations—Extraversion is the characteristic most likely to predict career success. An Extravert who is also highly Conscientious might be a superstar performer in such a role, but a Conscientious Introvert is far less likely to thrive in (or even seek out) people-oriented jobs.
• Agreeableness is ideally suited for service-oriented positions and those that require teamwork and collaboration. Conscientiousness could be helpful as well, but Agreeable people are known for their empathy and compassion, which is the most essential trait for therapists, social workers, nurses, teachers and others who provide important social services.

If you manage or lead a team, your preference for Conscientious employees is understandable. But this is not the only Big Five characteristic that has value, and this is something to keep in mind as you think about how to delegate responsibility. In some work-related circumstances, people with low levels of Conscientiousness may have the advantage, including in roles where decisions must be made quickly, and those that need a steady hand under pressure. Low-C individuals are more go-with-the-flow and resistant to stress, which can serve them well in unpredictable, fast-paced environments. 

Building a Winning (and Conscientious) Team

As the research makes clear, the most robust and resilient workforce will feature a variety of personality types whose talents, approaches and perspectives complement each other. If you seek this diversity as a manager, it will be easier for you to fill roles or assign tasks to those who possess the most relevant personality characteristics, eliminating the need to force the proverbial square pegs into round holes.

Nevertheless, from your perspective, Conscientiousness is really not overrated. If you spend any significant amount of time in management positions, you’ll come to appreciate highly Conscientious employees when you can find them. Conscientious individuals who can blow past performance metrics will help your team achieve its loftiest goals, as long as you deploy their talents wisely and give them assignments that allow them to shine. They will also set a good example for employees who possess other defining characteristics, since the traits associated with Conscientiousness—being diligent, responsible, organized, punctual, and so on—can enhance performance in almost any context.

Bottom line? While the trait of Conscientiousness won’t always predict your star performers, it's still a trait you’ll want to encourage and nourish in every way you can.