Managing different types of workers
Besides employee status types, we also have to consider the different personalities of employees. A good leader understands that each individual requires a different management style. Here are some examples:
The top performer
Top performers are key employees who typically go above and beyond. They likely don’t need much additional support, but you still shouldn’t forget about them. Check in regularly and make sure to sing their praises whenever appropriate.
The hand holder
While not necessarily a low performer, a hand holder requires a lot of support. Whether that’s because they’re struggling with imposter syndrome or maybe they’re just new to the role or field, they require a more hands-on manager who can provide them with the direction and assurance they need.
The independent
Self-sufficient, an independent employee prefers to be their own boss. This might make them difficult to manage at times, but for a hands-off manager, this type of employee is ideal.
The steady-as-she-goes
A “steady-as-she-goes” type of employee is reliable, although not always a top performer. They get their work done consistently, on time, and they do it well. They may not go above and beyond, but you can always count on them to perform their duties as described.
The always busy
An employee who’s always busy can mean several things. First, they’re overworked and need some responsibilities redelegated, or second, they’re poor at time management and need some additional coaching.
The personality hire
A term often used on social media, a personality hire is someone who may not be the best at their actual job, but they’re a real culture match for the organization. They’re a team player and socializer who brings good energy but not necessarily the people you go to for urgent or crucial tasks.
All of these different types of employees can bring value to an organization in different ways. Your employees likely don’t fall into one single category day in and day out but rather switch between categories depending on the different projects they’re working on or the phase they’re at in their careers.