5 types of employees – The Metrognome

You’ll know what your employees are like if you observe, communicate and listen constantly for information and read the signs.

by Reyna Mathur

Consider this situation: you are the leader of a team of young trainees, and you are entrusted with the job of finding out the strengths of each person and fit them to the correct role. How do you achieve this? Do you take one-on-one interviews and ask them point blank what role they would like to do? Or do you opt for a more creative approach to find the answers more effectively?

HR professional Mayank Shetty advises, “The best way is to get the team together for a tea session in the canteen, where we would all get to know each other’s names and break the ice. Then I would suggest a bonding activity like going for a film.” He suggests that putting a new group in a situation where they have to share information with each other and even possibly pay for travel, food and entertainment goes a long way in telling the leader about each person. “For instance, I would notice at once if somebody is unwilling to pay for food, or is not forthcoming with information when asked which film they want to see. I would also note if somebody takes more initiative and plans for the whole group.”

You might want to note these 5 potential ‘red flags’ in your employees:

1. Reserved, uncommunicative employees. There may be at least one person on the staff who is silent most of the times and prefers to be by himself even in a group. Many people suffer from shyness which is often mistaken for aloofness. Try and get the person to speak up more, but don’t get pushy. It is normal for new joinees to be quieter than the rest of the staff, but if the employee has been with the office for over six months and still does not have an office friend, it means that the person functions best when left alone and should not be forced to participate unless ready.

2. The ‘funny’ employee. Every group has at least one ‘office clown’ who can be relied on to keep the atmosphere light. This person will have a joke ready for every situation. However, observe the person’s interpersonal communication with others – does he or she make hurtful comments about the others under the guise of a joke? Does he or she make racist, sexist or obscene comments that may embarrass others? You should clearly indicate that any hurtful or vulgar conversation will not be tolerated in the office. On the other hand, if the employee is also seemingly popular with the staff on an individual level, it means he or she is a good listener and employs humour to make friends.

3. The backlog employee. Your staff will have one person who habitually carries today’s tasks over to the next working day. Observe this person’s working habits for a while to judge why this happens. It might be as simple as plain procrastination, or it may be that the person is so burdened with tasks that he or she runs out of time to complete them. Speak to them if you find that he or she doesn’t finish the work out of laziness. If you need to reassign duties to this employee, do it at the earliest before the backlog increases. If necessary, team up this person with another team member who is finicky about finishing all tasks on deadline.

4. The give-me-everybody’s-work employee. Some members of the staff like to assist others on their projects, but very soon find themselves in a situation where they are doing all the work. This sort of employee is unable to say ‘no’ and hence, gets taken advantage of by the others. Clamp down on this situation at once, and take the employee aside to know why they are doing work outside their own ambit of duties. At this point, they should be able to communicate their problem areas clearly with you, provided you create a non-threatening discussion environment. If they still cannot speak up after gently probing, it simply means that they lack the gumption to defend themselves. You should think twice before putting this person in charge of a team or a project.

5. The ‘It’s not my problem’ employee. This kind of employee cannot be a team player, because he or she does not believe in rolling up their sleeves and getting down to completing the job. Their overall outlook is that they will do only as much as they are paid to do, and will categorically refuse to assist another team member or own up responsibility for an issue. This employee will also refuse to work beyond the stipulated working hours and make excuses to skip all-nighters. The best way to get this person to be productive is to put him or her in charge of a project and convey that the team’s progress will reflect in his KRAs.

(Picture courtesy www.wsj.com. Image is used for representational purpose only)

5 types of employees you should be hiring

Start up companies often grapple with hiring and retaining the right talent. Knowing certain personality types can ease the process.

by The Editors | editor@themetrognome.in

The best thing about being a boss at your own company is that nobody can fire you. The worst thing is that you are solely accountable for your mistakes. These mistakes can range from not being a proactive leader to not securing adequate funding, but by far the biggest mistake than can affect you on a daily basis will be hiring the wrong people to work for you.

1. The punctual one. Some people are extremely punctual, arriving in time for the start of a new working day with a few minutes to spare. They are meticulous about managing their own schedules, because they respect time. “Businesses must encourage others to emulate their example,” says Viral Shah, who runs an online trading firm with 10 employees. “Encourage punctual people to take up managerial roles, because they are more organised and their finicky attitude about time ensures that projects are completed within schedule.” If your team has a person who always arrives on time and is profusely apologetic about being late, groom that person to handle project deadlines, to begin with.

2. The first in, last one out. These people can be a pain to others, because they are always in office –they are the first to arrive and the last to leave. This behaviour is a clear indication of commitment. Such personality types often stay committed as a matter of habit, even when they are not enjoying their work. These persons can be roped in to handle last-minute jobs or assist teams which are working against deadlines. Since they normally show up to work even before others have arrived, they can be entrusted with drawing up daily schedules, following up on the previous day’s backlog and setting appointments for the day. Companies might consider making these persons assistants to the bosses.

3. The team player. This person can always be relied on to pitch in with assistance, moral support or just a sense of humour when the going gets tough. “Such people are born leaders and their commitment to the company is very high,” explains Sara Chhajed, an HR professional. “They will even help out in projects that are not theirs, simply to get the work done faster with lesser hassle. They will actually ask for more work if they see that the rest of the team is struggling, and they do not try to hog the credit.” People displaying these qualities can be focussed, easy going, friendly and compassionate. “Bosses should groom them in a team-building capacity, because they often display team spirit,” Sara says. “They are valuable employees, even if they are not the most talented.”

4. The experienced mentor. Every team needs a senior to guide the office with his or her experience. Such a person is a key asset in a young, inexperienced team that may flounder without an experienced mentor. “I have helped set up at least 20 start-ups in the last year alone, and I always advise the management to hire one senior person as a manager,” says Ankit Mishra, who works exclusively with start-ups. “These persons are capable of taking a neutral look at a project and suggest corrective ways that can save the company a lot of valuable time and effort. However, they should be encouraged to engage with the team on a regular basis, instead of waiting to be asked for help,” Ankit adds.

5. The genial, all-skills-included one. This is the best type of person to hire, after the team player, because this person keeps the office environment light and friendly. This sort of personality is needed in a high-stress, high-work start-up environment, because they can plug in the gaps in the system whenever required; thus companies save resources which they would have spent on outsourcing external agencies to get the same work done. “One of my employees started working with us as an office boy, but I soon realised that he had a fair knowledge of computers,” recalls Viral. “Later, he learnt how to read balance sheets, and make and receive payments. Now he is my personal assistant.”

This type of person should also be enlisted to plan office outings and team bonding sessions, where their enthusiasm comes in handy.

(Pictures courtesy www.gomindmerge.com, theloyaltygroup.com. Images are used for representational purpose only)