What kind of employee are you?

Kind of employees
Kind of employees

We’ve tried to broadly identify some of these employee groups. Of course, no one fits perfectly into any one of these zones, but which one sounds the most like you?

There are 4 kinds of employees. Which one are you?

We spend a great deal of time at work. According to a study by the Groningen Growth and Development Centre, the average Singaporean works 2,287 hours a year. After some time, we find out whether the job we have is an activity we enjoy and potential to grow as a long term career (like IT career) or something we may eventually dislike and grow tired of; and because our coworkers, colleagues, and superiors spend so much time working with us, they are also the ones who can quickly find out whether we are star performers or otherwise.

If an employee enjoys what he or she is doing, he or she is likely going to try harder and perform to the best of his or her ability. On the other hand, with all of the data on engagement, poor leadership, and problems within business cultures, sometimes we forget the undeniable truth — that not all employees are created equal.

Some believe they can make things happen, and the others believe that things happen to them. The first group believes that the outcome of their life and career is more or less in their own hands, and they wouldn’t have it any other way. The other group takes more of a Forrest Gump approach: They sit around and wait for a bus to take them somewhere.

We’ve tried to broadly identify some of these employee groups. Of course, no one fits perfectly into any one of these zones, but which one sounds the most like you?


Like its name, the Flatliner operates on a parallel line. Someone with no passion nor sufficient skills and abilities at work. They’re just there, biding their time and collecting a check. No goals. No plan. No purpose. They are rarely engaged and may actually be harmful to the organisation due to negativity towards others, the company as a whole or of general initiatives.

They have very little (if any) drive or motivation, and they will rarely (if ever) volunteer to complete new projects or tasks. They will only do what they need to in order to keep their job and nothing more.


They are the backbone of the organisation. Possessing strong skills and abilities, and supplemented with a strong positive attitude, these are the people apt to fight wars. They strongly believe in the vision and mission of the organisation and they want to be part of it.

We retain these talents by letting them utilise their talents where they are needed. Giving them latitude to come up with new and innovative ideas and implementing them for the achievement of the organisational results. Salaries shall only mean compensating for their great performance, but it shall not meet their need to be part of the vision of the organisation.

If you find yourself landing closely in one zone, take a second to consider the path you wish to take in your Titansoft journey. Everyone stands a chance to move into the High Roller zone. Be it improving your skills to take on more challenging jobs or changing your mindset to switch from
employee to entrepreneur, it’s your call. You’re responsible for all decisions – good and bad.


The Soldier does whatever that is assigned to them. Give them a task and consider it done. It is however, difficult to encourage them to take initiatives rather than simply waiting for orders. Like that very hardworking person who likes nothing better than to accomplish whatever task he is given, The Soldier finds satisfaction in completing each assignment to the best of his ability. Because they take their work seriously and assiduously apply themselves to the task, they often have a good track record of success (but not many failures). Many new hires find themselves falling trap into this
category, without sufficient work experience and professional knowledge, but full of zest to achieve something big.

When left in the Soldier zone for an extensive period, the Soldier might find it difficult to move out from their comfort zone to take on new challenging responsibilities that can move them to ultimately become a High Roller.


Like someone living under the limelight, The Superstar is a talented one with strong skills and abilities, but lacks the ‘right’ attitude. They have such potential. Sure, these employees teased and flashed just enough to get by. But they’ve never fully delivered on this potential.

They often project a low level of commitment. One reason could be because some of them simply do not buy in the company or department vision and mission and it may be very costly to convince them. The “not engaged” Superstars concentrate on tasks rather than the actual goal they are supposed to accomplish. They focus on process, not product. They often overlook the big practical picture and instead fuss over little things to achieve that highest sense of perfection in their work.

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