Upgrade your team's DNA with human-centred vibe matching.
Challenge "Disfunctional Workplaces"
There is strong evidence that dysfunctional workplaces are often the result of poor team dynamics, and improving team member matching is indeed important.
Google's Project Aristotle, a comprehensive study on team effectiveness, identified psychological safety as the most critical factor in team success. The data showed that psychological safety is statistically correlated with performance, collaboration, and innovation.
A 2024 Watson Wyatt study revealed that companies with highly engaged employees were 200% more profitable.
Gallup meta-analysis results suggested that when companies select the top 20% most talented candidates for a role, they frequently realize a 10% increase in productivity, a 20% increase in sales, and a 30% increase in profitability.
McKinsey found that businesses that proactively adapt to workplace trends, incl. team dynamics, outperform by 30%.
A 2025 study by TeamDynamics revealed that 73% of people prefer their teams to build and implement detailed plans when executing projects, but only 31% of teams actually do so. This discrepancy in execution preferences can lead to team dysfunction and underscores the need for better alignment in team member matching.
Insight
Employees are more than their specific job function, e.g. Art Director, Copywriter, Account Manager, Data Scientist, Programmer, CEO, etc.
Everyone is also a human being on top of that, which means that no 2 employees with the same job title & function are the same because of their personal, individual & specific set of human parameters.
Idea "VibeMatrix"
We upgrade HR databases with emotional profiles that cover a diverse range of human parameters to foster better team dynamics, improve mentoring relationships & fine-tune placement decisions.
Key Considerations for Parameter Selection
When developing human evaluation parameters, every system needs to balance several factors:
Scientific validity: Parameters should be grounded in established psychological research.
Practical utility: Measurements should translate to actionable insights.
Ethical implementation: The system must respect privacy & avoid reinforcing biases.
Holistic perspective: Capturing the full spectrum of human attributes that influence workplace dynamics.
Measurement feasibility: Parameters should be assessable through reliable methods.
Recommended Human Evaluation Parameters Framework
I recommend upgrading your HR database with emotional profiles that organise human parameters in five core dimensions – each with specific measurable attributes…
1. Cognitive Orientation
Curiosity Level: Tendency to seek new knowledge & experiences
Learning Style: Visual, auditory, kinesthetic, or reading/writing preference
Problem-Solving Approach: Analytical vs. intuitive reasoning preference
Cognitive Flexibility: Ability to adapt thinking patterns to new situations
Information Processing: Sequential vs. holistic thinking patterns
2. Motivational Drivers
Achievement Orientation: Drive for accomplishment & excellence
Recognition Needs: Desire for acknowledgment & appreciation
Autonomy Preference: Need for independence in work decisions
Purpose Alignment: Connection between personal values & work
Growth Mindset: Belief in ability to develop capabilities through effort
Reward Sensitivity: Response to different incentive types (financial, experiential, developmental)
3. Interpersonal Dynamics
Collaboration Style: How one engages in team settings
Communication Preference: Direct vs. diplomatic; detailed vs. big-picture
Feedback Receptivity: How one receives & processes feedback
Conflict Resolution Approach: Competing, accommodating, avoiding, compromising, or collaborating
Social Energy Pattern: Extraversion vs. introversion in various contexts
Influence Style: How one typically affects others' thinking & behavior
4. Emotional Intelligence
Self-Awareness: Understanding of one's emotions & their impact
Emotional Regulation: Ability to manage responses to situations
Empathy Level: Capacity to understand others' perspectives
Resilience Capacity: Ability to recover from setbacks
Stress Response Pattern: Typical reactions under pressure
Psychological Safety Needs: Requirements for feeling secure in expressing ideas
Progressive disclosure: Allow employees to control visibility of personal information
Development focus: Frame as personal growth tool rather than evaluation mechanism
Regular recalibration: Allow updating of profiles as people evolve
Transparent application: Clear communication about how data influences decisions
Extra Benefits
Personalized development plans: Tailored growth opportunities based on individual profiles
Conflict prevention: Identifying potential friction points before they emerge
Diversity of thought: Ensuring teams have complementary cognitive approaches
Leadership development: Understanding how managers can adapt to team member needs
Organizational culture insights: Aggregate data can reveal cultural patterns
Launch Event
Companies introduce their new emotional employee profile & matching system "VibeMatrix" at an internal corporate event.
A small, diverse group from various departments & seniority levels – from intern to CEO – publicly present their personal "VibeMatrix" profile, talk about how they measured it, what they like, which insights surprised them, etc.
CEO and/or Head of HR also present/s clear guidelines for how this information will—and won't—be used in employment decisions to build trust in the system.
All employees get a live demo where we match our initial "VibeMatrix" group & everyone sees all the findings & suggestions of our new system in real time at the launch event.
We communicate our goal to create a truly human-centred workplace where individuals thrive by being understood & appreciated for their unique characteristics, ultimately driving both wellbeing & organizational performance.
1. Exemplary Question "Personal Feedback"
I am a manager.
What could irritate my team most about my behavior?
Concentrate on the three most important aspects.
Summarize the result in a continuous text of max. 500 characters.
Generic ChatGPT Answer
As a leader, you could irritate your team the most by micromanaging, unclear communication & inaccessibility.
Avoid constant supervision & trust your team.
Communicate expectations & feedback clearly to avoid misunderstandings.
Be accessible & supportive to make your team feel valued and motivated.
By keeping these points in mind, you will create a more pleasant & productive working environment.
VibeMatrix Answer for "Mr. Cookie Monster"
Your team may perceive your behavior as distant & unapproachable, as you place little value on social recognition & contact.
Your strong need for autonomy means that you often make decisions on your own, which can be perceived as authoritarian.
In addition, your spontaneous & flexible way of working could be irritating for team members who need more structure & security.
Make sure you involve your team more & give clear instructions.
VibeMatrix Answer for "Mr. Ernie"
Your high scores in Social Recognition & Influence mean that you are strongly concerned with recognition & control, which your team may find contradictory.
Your extremely low score in Autonomy indicate that you show little initiative & are heavily reliant on the opinions of others, which can exude insecurity.
In addition, your high scores in Social Contacts & Principles could be perceived as overly social & morally rigid at the same time.
Be careful to make clear & consistent decisions to avoid confusion.
2. Exemplary Question "Promotional Consequences"
(Logged in as Mr. Cookie Monster)
I am Ernie's boss.
Ernie has only been with the team for three months & I'm satisfied with his performance.
I want to give Ernie more responsibility & the management of a strategically important project.
Ernie will lead a project team of up to 9 people.
The time commitment will be more than normal & will involve a lot of travel.
The project will last approximately 6 months.
What should I bear in mind?
Please answer briefly, max. 1500 characters.
VibeMatrix Answer (1/2)
Hello Mr. Cookie Monster,
It's great that you want to give Ernie more responsibility.
When planning, you should consider his motives & their interactions to ensure that he is motivated & successful.
Ernie scores high on Social Recognition (9), Influence (9), Social Contacts (8), Principles (8), Social Commitment (9) & Family (9). These motives are decisive for his satisfaction & performance.
Social recognition & influence mean that Ernie appreciates being recognized for his work & having influence on decisions. Make sure that his successes are made visible & appreciated. He will be motivated if he feels that his opinion counts & that he can actively shape the project.
Social contacts & family are also very important to him. Ernie will enjoy working in a team & having social interactions. Make sure that he has enough time for his family despite traveling. A good work-life balance is essential for him to stay motivated in the long term.
VibeMatrix Answer (2/2)
Principles & social commitment show that Ernie values moral integrity & the well-being of others. He will feel comfortable in a project that upholds ethical standards & has a positive impact on society. Communicate clearly the values & goals of the project to strengthen his motivation.
Ernie's low score for autonomy (1) means that he enjoys working in a team & appreciates support. Make sure he doesn't feel isolated & that he receives regular feedback & support.
To summarize:
Give Ernie recognition & influence, encourage teamwork & social interactions, pay attention to his work-life balance & emphasize the ethical aspects of the project.
This will keep Ernie motivated & successful.
Good luck with the project!
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