what it is and how to work with the behavioral profile of its employees – WAU

The DISC test is a tool that helps in understanding the different behavioral patterns of individuals. The acronym DISC stands for: Dominance, Influence, Stability and Compliance.

The work of managing people is not easy, after all, it is necessary to deal with different styles, generations and profiles within the same team and still be able to make the most of each professional in pursuit of the company’s goals. The good news is that there are some tools that can make this task more efficient, like the DISC test.

From an assessment based on four pillars, you can, for example, identify how a particular professional can fit into your team or even what he needs to do to be more productive. In practice, it is a method of valuing employees and, of course, of the work done by your team.

What do you think, then, of going a little deeper into this subject, knowing the DISC test and knowing how I work with the behavioral profile of the professionals in your team? Next, we will cover some topics that may be valuable for this task:

You want to know more, right? Continue reading and answer all your questions about this concept!

What is the impact of the behavioral profile within the company?

Within an increasingly competitive scenario with digital transformation and with extremely demanding consumers in relation to what they buy – be it a service or a product -, companies need to do everything to qualify. For a manager, this means make the most of your budget and better allocate the resources available to your team.

This work is not just about finding the best tools and processes or adopting the most efficient Digital Marketing strategies, for example. After all, your team is made up of people and deciphering this behavior can be vital. Understanding how employees are encouraged and the profile of each of them is a necessity.

What is the use of having highly qualified professionals if, in practice, they are not earning enough? The reasons for poor performance can be many, such as fitting into your company’s organizational culture or even if it is qualified or not to occupy a certain function. So the DISC test can be useful.

To give you an idea, a study by Instituto Locomotiva evaluated that more than half of Brazilians with a formal contract (56%) are dissatisfied with the functions they currently perform in their jobs. In addition to remuneration, lack of recognition, professional stagnation and low productivity are the main causes.

That is, problems that can be solved when trying to understand the behavioral profile of your employees. After all, allocating each professional to a position that is most suitable for him, for example, will increase his productivity and satisfaction in the work environment, helping in the task of retaining talent as well.

What is the DISC test and what are the 4 behavioral profiles?

The first appearance of the DISC concept was 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 accurate tools for assessments and seeks to better understand the behavioral pattern of individuals.

The possibilities of use are the most varied, being very useful for Human Resources teams, for example, in a process of recruitment or identification of points to be developed by employees. It can also contribute to improving internal communication and understanding among the professionals on your team.

Motivation, management, guidance, 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 four behavioral profiles used within this concept and, therefore, we will explain what each of them means. Check out!


The first indicator shows how the professional behaves in challenging situations or when solving problems. Usually, this competence stands out for those who have characteristics such as competitiveness, determination, demand and control over certain situations.


Influence, on the other hand, represents the way the individual acts in relation to the other components of a team or clients, for example. In practice, it represents the ability to influence others, whether to get a job or close a sale. Persuasion, optimism and enthusiasm are the main characteristics.


This profile is related to your reactions to patterns, routines and, of course, the ability to deal with changes, for example. Loyalty, persistence, team spirit and regularity are the main descriptors of this factor.


Discipline, precision, analytical and careful work are common characteristics of those who have this profile as a highlight. Compliance is an indicator of how the professional can react to what is established by others, such as rules and processes within a company, for example.

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How does the DISC test work?

But in practice, how does the DISC test work? The first step is to understand that the end result cannot be good or bad, it simply indicates the professional’s behavioral profile.

The result, alone, does not have its own meaning and it is up to the evaluator to understand, for example, what is the best position or function for that employee.

The DISC test, therefore, can be used to find a professional on your team to manage a particular project, for example, that is, a leadership position. The profile serves only as a guide of how that person behaves in certain situations and, thus, if he is better suited to do one job or another.

In a very direct way, only one question is asked in this test: “which of the following words best defines your behavior?”. Generally, it is repeated between 15 and 30 times, according to the depth and objective of the person who is doing the questionnaire. What changes are the answers, which always appear in four options.

The idea is for the professional to respond quickly, without evaluating too much, in a natural, objective and direct way. Normally, the four possibilities of response are quite different, such as “calm, sociable, energetic or methodical?”. Then, the same question is repeated and other answer options appear: “organized, safe, shy or spontaneous?”.

After the last question, you will have as one dominant result one of the four profiles – dominance, influence, stability and compliance – which will indicate to the tester what is the best way to deal with you, what functions and activities best fit your behavior or even whether or not you fit into that organization.

What are the best tips for dealing with the behavioral profile of employees?

With the results in hand, it is important to do something useful with them, right? Therefore, we have separated some tips so that you know how to deal with the behavioral profile of each employee and, thus, be able to make the most of the DISC test, leveraging all the work done within your team or even the company. Check out!

Perform A / B tests on how the team works

A / B tests are used a lot in Marketing, right? But they can also be useful for people management work. In a Sales team, for example, you can set up a team to deal with older customers and, after a month, change some professionals. Then, compare some indicators and find out which is the best fit between those different profiles.

Create an individual development plan

More suitable for those professionals who do not have dominance as a prominent behavioral profile, the individual development plan (PDI) is an excellent solution to stimulate those who have a more analytical thinking and like stability. That is, one who wants data, information and solutions that help him to grow professionally.

Perform endomarketing actions

Some professional profiles, such as those who have stability and conformity as dominant, deal well with stimuli and actions. Therefore, investing in some Endomarketing practices (or Internal Marketing) can contribute to the creation of a closer and more stable relationship with these employees, also serving to motivate them.

The DISC test, therefore, is an excellent ally for any manager who is always attentive to the performance of his team and does everything to improve the development of each professional. With the variety of applications of this methodology, you can find one that best fits your company’s goals, profile and needs.

Applying this concept ends up impacting different situations and sectors within an organization. One of the benefits is also in maintaining the best professionals in your team, creating a favorable climate for that.

How about, then, get to know some other techniques and stay on top on how to create career plans for marketing teams?