The hidden power of employee archetypes and why you should care

This podcast episode by McKinsey & Company explores how different types of employees affect workplace productivity. Discover how understanding and engaging with each employee's unique style can lead to a more productive and harmonious workplace.

Who is productive, and who isn’t? Here’s how to tell.

More than 50 percent of workers say their productivity is down. Managers who understand what motivates different types of workers can boost their engagement and help them find more satisfaction at work.

McKinsey & CompanyAaron De Smet

🎯 My Key Takeaways

Recognizing and understanding the different employee archetypes within an organization is crucial. These archetypes, such as 'quitters', 'disruptors', and 'thriving stars', each have distinct characteristics and influence the workplace environment and productivity in unique ways. Understanding these nuances helps in creating more effective engagement and development strategies.

Here's a breakdown of each archetype, along with their definitions and the percentages they represent in a typical organization:

1. The Quitters (10%): These are employees who are least satisfied and least committed, and plan to leave the organization. They can be divided into two groups: those who are dissatisfied and want to leave, and high performers who are being offered better opportunities elsewhere.
2. The Disruptors (11%): Disruptors are not only underperforming but also negatively affecting those around them by actively disrupting the organization. They are dissatisfied and uncommitted, and their behavior can drag down the morale and productivity of others.
3. The Thriving Stars (4%): Thriving stars are exceptional performers who create disproportionate value for the organization. They are highly committed and engaged, but there's a risk of them being overburdened or burnt out due to their high productivity and willingness to take on new challenges.
4. The Double-Dippers (5%): These employees hold two or more jobs, often without their employers knowing. They vary in performance, with some managing to be high performers in both roles, while others may struggle with engagement and productivity due to being overworked.

Each archetype presents unique challenges and opportunities for organizations, emphasizing the need for tailored management and engagement strategies.

Action Steps:

1. Conduct Employee Archetype Assessments: Use surveys or behavioral assessments to identify the archetypes present in your workforce.
2. Develop Archetype-Specific Strategies: Create engagement and development plans tailored to each archetype, addressing their unique needs and maximizing their potential.

Authentic engagement with employees is key to understanding their needs and improving their productivity. This is especially important in remote or hybrid work environments where physical distance can create barriers to communication. Authentic engagement involves having genuine, open conversations that go beyond work-related topics, helping to build trust and uncover deeper insights into employee well-being and engagement levels.

Action Steps: