Competency vs. compatibility: What drives team success?

Imagine this scenario: you are working on a critical project, and you need to bring someone new onto the team. You have two options—one candidate is exceptionally skilled at their job but difficult to collaborate with, while the other is easy to work with but lacks some technical expertise. Who do you choose?

This dilemma is at the heart of a growing debate in HR circles. Should organisations prioritise individuals who are highly competent or those who are a pleasure to work with? The answer, as it turns out, is not straightforward. While technical competency is often considered non-negotiable, research increasingly shows that interpersonal compatibility plays a crucial role in overall team performance. In fact, the best teams often strike a delicate balance between both.

Why competency skill matters

When we think of high-performing teams, our minds immediately jump to employees who excel at their jobs. Competency is undeniably important, especially in roles that require specialised knowledge and expertise. A McKinsey study revealed that high performers in complex roles are up to 400% more productive than their peers, underscoring the value of expertise.

In industries like tech, engineering, and finance, a lack of technical proficiency can quickly lead to missed deadlines, costly mistakes, or even complete project failure. Organisations that hire based on expertise often gain a competitive edge, with top talent driving innovation and achieving results that propel the organisation forward.

However, focusing solely on competency can sometimes create challenges, particularly when individuals with exceptional skills struggle to work well with their teammates. This is where the importance of interpersonal compatibility comes into play.

The power of being easy to work with

On the flip side, the value of working with someone who communicates well and collaborates effectively cannot be overstated. Teams that thrive are often built on strong relationships, clear communication, and mutual respect. A study by Google’s Project Aristotle found that psychological safety—the sense that team members can speak up without fear of retribution—was the most important factor in high-performing teams. This sense of safety is often fostered by individuals who are easy to work with and who contribute positively to the team’s dynamic.

Furthermore, LinkedIn’s 2024 Global Talent Trends Report revealed that 92% of hiring managers believe soft skills like communication, adaptability, and teamwork are just as important, if not more so, than technical skills. As workplaces continue to embrace cross-functional and hybrid teams, these interpersonal abilities become critical for long-term success.

Emotional intelligence is a key factor in fostering compatibility. Employees with high emotional intelligence can better manage stress, navigate team dynamics, and resolve conflicts. Research from TalentSmart found that employees with high emotional intelligence are 58% more likely to display leadership potential, and they often enhance team performance by creating a harmonious, supportive environment.

Striking the right balance

While technical expertise and soft skills are both critical, the real challenge for HR professionals lies in finding the right balance between the two. Hiring someone who is extremely competent but difficult to collaborate with can cause friction within teams, reducing overall productivity. On the other hand, a highly agreeable individual who lacks key skills may struggle to meet performance expectations.

READ MORE: Transformative leadership: Be the inspiring leader your team wants

The concept of “culture add” has gained traction in HR to ensure that new hires not only fit into existing culture but also enhance it. By selecting employees who bring diverse skills and perspectives while maintaining a collaborative spirit, organisations can create more dynamic and successful teams.

HRM Asia is currently running a poll on LinkedIn asking, would you rather work with someone who is easy to work with or someone who is good at their job. Your input is invaluable in exploring what truly drives team success. Head over to our LinkedIn page to cast your vote and join the conversation about how organisations can best balance technical proficiency with interpersonal skills to build stronger, more effective teams.