The Employee Engagement Scale
In each organization, the goal is to optimize each employee to create a symbiotic relationship that maximizes the employee satisfaction with the benefit of their employment. To help leaders understand the different levels of commitment within their organization we have typically identified different styles within a majority of organizations. This scale consists of five main phases, each representing a progressively more positive attitude:
Rotten Apple: These employees are defiant, cynical and hesitant to buy into what the organization is trying to accomplish. Just like one rotten apple can spoil the entire barrel so can this type of employee. Their negativity can and will spread throughout your organization.
On the Fence (In Limbo): Similar attitude of Rotten Apples but show potential for change.
Just Enough: Employees who meet only the minimum requirements. They will complete tasks when requested but seldom take the initiative to go beyond what is expected.
Trailblazer: Employees who consistently exceed expectations and proactively take the initiative.
Unicorn: The pinnacle of commitment, marked by drive, steadfast dedication, and an optimistic mindset. They also have the ability to inspire and lead others.
1. The Rotten Apple
A defiant employee typically exhibits several distinct characteristics that can challenge management and disrupt workplace dynamics:
Oppositional Behavior: These employees often actively debate or ignore feedback, refusing to follow instructions and creating a stream of negative comments.
Resistance to Authority: They may undermine a supervisor's authority, which can hurt productivity and morale within the team.
Uncooperativeness: Defiant employees might struggle to work well with others, showing reluctance to collaborate or contribute positively to team efforts.
Inflexibility: They are often resistant to change, refusing to adapt to new processes or organizational shifts.
Negative Attitude: This type of employee may consistently display a negative demeanor, affecting their interactions with colleagues and potentially damaging the team's reputation.
Lack of Accountability: Defiant employees might avoid taking responsibility for their actions, instead blaming others for any issues that arise.
These behaviors will create a toxic work environment if not addressed, impacting team cohesion and overall organizational performance. I am very skeptical that employees who have reached this level will ever change. I view these employees through the Ebenezer Scrooge lens, meaning…nothing is likely to change them unless they see three ghosts who show them the error of their ways.
Potential Positive Traits
· Experience: Many bad apples have years of experience in their field.
· Expertise: Sometimes referred to as “brilliant jerks,” are often held on to because they have valuable skills.
2. On the Fence Guys (In Limbo)
On the Fence Guys describes an employee who is caught between being a ‘Rotten Apple’ and a ‘Just Enough Guy’, often feeling suspended or unable to move forward. It is important to recognize and redirect these employees before they turn into ‘Rotten Apples’. This employee often shows signs similar to:
1. Conflicted: Often this employee is being pulled in multiple directions, highly impacted by the employees or supervisors they spend the most time with.
2. Lack of Clarity: This employee usually has confusion and ambiguity towards how they feel they fit in the workplace and their general attitude towards the organization.
3. Unresolved: How they feel about the mission and goals of the organization.
4. Ambivalent: Mixed feelings or contradictory feelings when it comes to overall attitude towards the organization.
5. Paradoxical: Traits and actions embody both positive and negative employee characteristics.
Potential Positive Traits
• Untapped potential: For whatever reason they usually haven’t shown what they are capable of.
3. Just Enough Guys
Employees who only meet the minimum requirements or ‘Just Enough’ typically demonstrate the following characteristics:
Passive Performance: They will do and complete only assigned tasks and rarely take initiative. They find the sweet spot where they do enough to prevent loud criticism and can avoid disciplinary action.
Limited Engagement: Minimal interaction with team goals as well as a lack of enthusiasm towards workplace objectives. These employees are reluctant to contribute beyond the basic job description and are often the employees who know every policy.
Compliance-Driven Behavior: Follow instructions precisely but without passion and will resist going above standard expectations. Focus on avoiding negative consequences rather than achieving excellence, are happy to find cracks and shadows to hide in.
Low Proactivity: These employees will wait to be told what to do and rarely volunteer for additional responsibilities. Demonstrate minimal problem-solving initiative within the organization.
Bare Minimum Mindset: Complete tasks at the lowest acceptable standard and show little interest in professional development or growth. Selfish outlook on work and are happy to let others shoulder their load and will prioritize personal comfort over team need or organizational success.
These employees essentially operate with a "check the box" mentality, doing just enough to maintain their position without risking termination or significant reprimand. Most ‘Just Enough’ employees believe they are much better employees than they actually are. This largely stems from the idea that they have checked all the boxes.
4. Trailblazers
Trailblazers are essentially pioneers who forge new paths, challenge existing norms, and inspire change through their unique vision and relentless determination. They demonstrate the following attributes:
Vision: They have the ability to think and see differently than other employees and are courageous in pursuing innovative ideas. They have the ability to see the big picture and are willing to take calculated risks to pursue excellence.
Intellectual: Seek truth and knowledge and are highly logical and analytical in decision-making.
Pace Setter: An exceptional team member who naturally inspires and leads others through their actions and performance.
Adaptable: Adjustable to change and open to new ways of doing things.
Energetic: The have the energy and stamina to push through challenges and often are the pace car for other employees.
Potential Negative Traits
· Burnout Risk: Due to their high levels of productivity and involvement in multiple projects. High performers are at risk of burnout. Overworking without proper recognition or reward can lead them to disengage or seek opportunities elsewhere.
· Difficulty Delegating: High performers may struggle with delegating tasks, preferring to handle everything themselves to ensure quality, which can lead to overextension and stress.
· Impatience with Others: High performers may become frustrated with colleagues who do not meet the same standards, leading to tension within teams. They might feel compelled to take over tasks from less productive team members, impacting their own work-life balance
5. Unicorn (Rock Star, Unicorn, Catalyst, Phenom)
An extremely high-performing employee who demonstrates leadership abilities, regardless of their position, typically exhibits several key characteristics. These traits not only contribute to their own success but also positively impact their team and organization. Here are some of the most notable characteristics:
Leadership: Demonstrate leadership even if they are not in formal leadership roles.
Catalyst: Employee who inspires and drives change within an organization or community by fostering an environment that encourages innovation, collaboration, and growth.
Emotional Intelligence: Understands their emotions and those of others, which helps in managing conflicts and fosters a supportive work environment.
Coach and Mentor: Act as teachers and focus on the growth of individuals and teams, promoting lifelong learning and development. They understand that personal growth leads to organizational success.
Communicator: They communicate with passion, using stories to convey messages that resonate emotionally with their audience. This ability to inspire is crucial for rallying support for new initiatives.
Potential Negative Traits
· Anxiety and Stress: High performers often tie their self-worth to their achievements, which can lead to anxiety and stress. They may feel compelled to maintain their high standards out of fear of losing their drive or worth, resulting in a cycle of anxiety-driven performance.
· Competitive Nature: While competition can be motivating, an overly competitive mindset might create a hostile work environment or discourage teamwork if they prioritize personal success over team goals.
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