The 9 Types of Employees You Didn’t Know Existed: Who to Hire, Who to Avoid and how to Manage Them for Maximum Productivity
Who you hire matters.
Onboarding may set the initial stage for employee success, yet it often falls short in ensuring long-term engagement and productivity. New hires need more than just alignment with company goals; they also need to leverage their individual strengths and weaknesses.
So what’s the missing link?
The answer may lie in individual motivators like curiosity. Let’s explore how different employee types respond to curiosity, and how prioritizing this trait in your hiring process could help you find your most effective team members.
The Nine Employee Types
“The Two Sides of Employee Engagement” by Sean Graber in Harvard Business Review questions traditional engagement metrics. Graber links employee perception to behavior and bottom-line performance.
Garber introduces nine engagement archetypes, each offering deeper understanding of employee needs and drives. This nuanced approach equips managers to improve productivity, customer satisfaction, and retention.
It shakes up the traditional view on engagement. Instead of simplistic low, medium, and high labels, it argues for a more holistic approach. How can understanding an employee’s perception, behavior, and impact on the bottom line change the game? Graber presents nine engagement archetypes, aiding managers in elevating productivity, customer satisfaction, and retention.
Curiosity and New Hires
The process of onboarding new employees is crucial for maximizing their success in the organization. It involves identifying their strengths and weaknesses, analyzing the current situation, and establishing where they would like to be in the future.
However, understanding the unique motivators of each employee is equally important for boosting their engagement and productivity.
Let’s take a look at the role curiosity plays in motivating employees in the workplace. We will examine the nine types of employees and how curiosity can be a powerful motivator for each.
1. The Brat
Description
Exudes positive energy but disrupts team dynamics.
What to look out for:
Frequently asks questions, indicative of high curiosity levels. However, the questions are often superficial or meant to draw attention rather than solve problems. Rarely uses the gathered information to contribute positively to the team.
2. Under-achiever
Description
Positive in attitude but does not perform at full potential.
What to look out for:
Demonstrates interest in various subjects but fails to dive deep into any. The questions asked are generally safe and non-challenging, revealing a lack of commitment to self-improvement or team growth.
3. All Star
Description
Exhibits both positive perception and constructive behavior.
What to look out for:
Actively seeks new information and poses thoughtful questions. Applies learned knowledge to improve both personal and team performance. The questions often go beyond immediate tasks, showing an interest in strategic goals.
4. Delinquent
Description
Indifferent about company values and acts detrimentally.
What to look out for:
Shows little to no curiosity in work or team objectives. If questions are asked, they are usually pointed and can be disruptive. This lack of positive curiosity can affect team morale.
5. Drifter
Description
Neither contributes significantly nor disrupts team workflow.
What to look out for:
May ask questions but only when prompted or when necessary to complete tasks. Rarely exhibits self-driven curiosity, implying low levels of interest in broader team goals or improvements.
6. Workhorse
Description
Does the work efficiently but without emotional investment.
What to look out for:
Focuses questions on immediate tasks and responsibilities. Shows little curiosity for broader company strategy or long-term goals. The line of inquiry is practical but often narrowly focused.
7. Saboteur
Description
Actively undermines team efforts with a negative outlook.
What to look out for:
Frequently questions company policy, team decisions, and even the integrity of others. However, the questions aim to criticize rather than to understand or improve. This form of curiosity can be disruptive.
8. Cynic
Description
Skeptical of company goals but not openly destructive.
What to look out for:
Asks questions, but often to validate their own skeptical views. Rarely seeks to understand or discover something new, making the curiosity more self-serving than constructive.
9. Martyr
Description
Works hard but under the umbrella of a negative perception.
What to look out for:
Does show signs of curiosity but often in a challenging or negative light. Questions can veer towards the identification of obstacles or issues rather than seeking solutions or improvements.
Building Your Team
Each employee type presents unique challenges and opportunities. Recognizing these types will aid in assembling a cohesive and effective team.
When assembling teams or filling roles, All Stars and Workhorses often serve as the backbone of any successful organization.
All Stars
All Stars, with their positive outlook and constructive behavior, are well-suited for roles that require leadership, innovation, and strategic thinking. They have the curiosity to dive deep into complex issues and can be particularly effective in managerial or client-facing positions.
Workhorses
Workhorses, though emotionally indifferent, are efficient and reliable, making them suitable for roles that require consistent output and skill, such as in operations or analytics.
Employee Types to Avoid
On the flip side, certain employee types may be detrimental and should be approached with caution.
Saboteurs & Delinquents
Saboteurs and Delinquents, for instance, are typically ill-suited for most roles within an organization due to their destructive behaviors. They not only fail to contribute effectively but can actively damage team morale and productivity.
The Brat
The Brat, despite positive perceptions, can be similarly disruptive, especially in roles that require close team collaboration or disciplined focus.
Drifters & Under-achievers
Drifters and Under-achievers may not cause immediate problems but can be liabilities in the long run, particularly in high-stakes or fast-paced environments where full engagement is crucial.
If you already have Drifters or Under-achievers on your team, there is hope. These individuals often exhibit low levels of engagement and motivation, conditions that can be significantly improved by fostering curiosity.
Encouraging them to ask questions, explore new avenues, and delve deeper into their roles can ignite an interest that transcends routine tasks.
Employers can play a pivotal role in this transformation by creating an environment that rewards curiosity, whether through recognition, promotions, or professional development opportunities. By investing in stimulating curiosity, you can turn Drifters and Under-achievers into more engaged and productive members of the team.
The Sum Up
Curiosity is a powerful motivator that can help employees learn, grow, and innovate. Encouraging curiosity in the workplace can help boost employee engagement and productivity. As a leader, it’s essential to understand the unique motivators of each employee and provide them with opportunities to explore their interests and develop their skills.
